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Tom Haak interviewed by the Slovenian Times What defines a good HR professional?

What defines a good HR professional? Are those characteristics/competencies changing over time?  

It is not one-size-fits all. Let’s not try to capture all the characteristics of the ideal HR professional in one person. The composition of the team, with a good level of diversity, is important. There are some characteristics though, I would expect in all HR professionals. My top six:

  • A business orientation, and loving the business you are working in.
  • Being independent and not too submissive.
  • The ability to design and implement high impact HR interventions.
  • A real people focus, not too much oriented towards management.
  • Able to deal with ambiguity.
  • Curious and keen to learn a lot.
What are the main HR trends for 2019?

The HR Trend Institute follows, detects and encourages trends. Every year you also publish predictions of HR trends. Which HR trends did you choose for 2019?

You can find the extensive answer in my blog post “10 inspiring trends for 2019”. There is one I would like to highlight. Number one is “Personalisation”. Historically HR has focused very much on standardisation and “One-Size-Fits-All”. Making the shift to an approach where the individual needs, wishes and capabilities of candidates and employees are the starting point is difficult, but very important. HR can learn a lot from marketing here. All areas of HR can benefit from personalisation.

What will be the main messages of your keynote in Bled?

You are one of the keynote speakers at 29th EAPM Congress, giving lecture titled “Future is now”. Which will be the main takeaways for the audience? What are key messages you would like to stress in Bled?

The current trends, especially the fast technological developments, create a lot of opportunities for HR to increase its impact. Traditionally HR is rather slow and conservative. If you focus too much on the future, you often loose a lot of speed. I often see projects called “The Workforce of the Future”, but maybe it is better to first focus on the workforce of today!

I generally observe the following. The HR interventions are not clearly related to the most burning business issues. HR wants to do too much and is not focused enough. HR does not use the power of people analytics and the implementation skills of HR can be a lot stronger. In Bled I will outline how to improve these areas, and how the impact of HR can be increased a lot, also by using current trends and innovative technology.

What are the most urgent HR issues in Europe?

Which questions should be “on the leader table” every day? What are the most urgent HR issues in Europe?

The starting point should not be the HR issues, but the urgent business issues that HR can help to address. Important themes for many organisations are related to questions like:

How can we:

  • Continue to grow in a sustainable way?
  • Accelerate our digital transformation?
  • Increase our capacity and productivity?
  • Stimulate innovation throughout the organisation?

HR should be very skilled in asking the right questions and determine in what way HR can help to address the key issues, and focus on high-impact interventions, with the least effort. An example: increasing capacity, necessary for growth, is often too quickly solved with recruiting more people. There are many ways outside recruitment that can help to increase capacity. Use the potential of people better. Organise in a different way (less managers, more self-managed teams). Focus on connecting learning solutions a lot better to the individual employees and connect learning better to the actual work.

One generalisation: the potential of many people is under-utilised and a lot more people could be thrilled by the work they do. Using the potential and strengthening and developing the skills of the people that are kind of “future proof” is a European and in fact a global people priority.

What is your advice to employees and managers?

In order to run company successfully, but also responsibly, to have more impact with less effort, what advice would you give to managers? In what would you advise to the employees?

Managers: show a real interest in your people and help them to fulfil their potential.

Employees: do not make yourself too dependent on your managers. Ask: how can I improve myself, and how can I contribute to the growth of the organisation.

Which companies are leading in HR?

Which organisations and companies are in your opinion leader in advanced HR practices? Could you give some concrete examples of inspiring business cases?

Luckily there are many examples. Of course, there are the usual suspects, like Google, Netflix and Booking.com. As these organisations are becoming bigger, they are sometimes struggling to keep their people focus. High ethical standards are very difficult to sustain. It is also not easy to avoid complex processes and rigid structures.

When I worked at Arcadis, we launched a big program for high potentials in the world. It was called Global Shapers, and it is still running. They key question was not: what should the high potentials learn, but: what can we learn from the high potentials? The power of the new generations globally was used to tackle important strategic issues. Tilting the question can help in many areas, also for example in onboarding. Not: what do the new employees need to learn, but what can we learn from the new employees? Some big companies are doing very cool things, like Deutsche Telekom and ING.

Why do you love HR?

The slogan of EAPM congress is “#loveHR. So, why do you love it?

I love HR for several reasons. The domain fits very well with my interests. I am an experimental psychologist, interested in people, technology, methodology and how scientific insights can be used in the workplace. For me, the HR domain gets more interesting every day. I love HR as well, as we (HR) can really make a difference in organisations, and as we can contribute a lot to the digital transformations organisations are going through.

What was the most important lesson in your life?

I would like to mention three.

One: be persistent and never give up.
Two: go with the flow.
Three: think and act independent.

And overall: make sure you have a lot of fun! Don’t take yourself too seriously.

What is your in inspiration?

What are you inspired by? Which is your favourite book, your role model and your motto if life?

Inspiration I got a lot from Daniel Kahneman and Peter Senge. Kahneman is one of the greatest psychologists ever, and I recommend you read “Thinking fast and slow”. Peter Senge wrote, in 1990, “The fifth discipline”, about how to apply systems thinking in organisational life. Great insights, useful for everybody.

The post “A good HR professional is not too submissive” appeared first on HR Trend Institute.

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► Article on the website of Blueprintt, Brazil (in Portuguese) ► Column “Checklist Smart Workplace” (in Dutch)

► Interview by TalentWunder (video)
Recruiting Leader Series with Tom Haak, Director at HR Trend Insitute - YouTube
► Interview by Remote-How (video)

REMOTE-HOW Interviews Tom Haak from HR Trend Institute - YouTube
► Interview by Smarp: “How to improve internal communications”

► Interview for HR Experience 2019

► Interview by Mher Mardoyan (Vancouver Recruiter)
Tips for Job Seekers - YouTube

This is one clip of a series of six, that can be found on the YouTube channel “Tips for hiring and getting hired“.

► Interview on Wiskeys.be: “Het gaat erom jezelf future proof te maken” (in Dutch)

► Interview with Mike Muurmans of SAP (in Dutch)

► Interview by Prof. Peter Wald, of HTWK Leipzig

► Interview in MT.nl, about Traineeships (in Dutch)

► Interview HR Innovation Summit 2018

► Interview on Grosum Blog, about HR Analytics

► Podcast for “Frisse Podcast”- Interview by Kevin Schuurmans (in Dutch)

► Podcast on HR Today Blog – Interview by Annina Brühwiler

► Podcast of BNR Radio about Traineeships (in Dutch)

► Promo video for SAP congress “Connect to Innovate” 2018 (in Dutch)
Uitnodiging van Tom Haak (HR Trend institute) - Connect to Innovate - YouTube
► Quote in article on Nu.nl about traineeships (in Dutch)

► Quote in article of Cake HR: “45 trends & predictions for 2019”

► Quote for Grosum: “What are the key gaps in current industry practices in managing employees’ performance? – 21 industry experts share their insights

► Quote for Grosum: “29 best employee performance management quotes”

► Quote for Grosum: “The ultimate KRAs for HR professionals – 12 experts share their insights”

► Quote for Grosum: “Whose responsibility is employee performance management? – 21 experts share their insights

► Quote in article in Human Resource Executive: “Here are 4 emerging trends in HR Tech”

► Quote for Jobiak: “20 experts reveal how talent acquisition will change in 2019

► Quote for Skeeled: “Recruitment & HR trends for 2019 by the experts

The post Tom Haak’s podcasts, interviews, video’s and more appeared first on HR Trend Institute.

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I was talking to a client about the profile of the new CHRO (or Chief People Officer) they wanted to hire.

The CEO asked me what my observations in other organisations were. In my answer I covered seven elements I have seen many times.

1. The HR agenda is not connected to the most urgent business

When I read HR Plans, it is often very difficult to see the connection to the most urgent business issues. Most HR plans are very general. Please compare the high level picture of your HR plan with the picture below, and I bet you will recognise a couple of the “focus” points.

Read: “Creating a sound HR strategy“.

2. The HR agenda is too broad

I quote from my article: “3 very common mistakes HR makes“.

“HR is often proud of all the nice interventions they have to offer.
Competency frameworks. Performance management systems. Training, on-the-job and off-the-job. Classroom training and E-learning. Recruitment. Nice bonus systems. And so on.

The consultants have learned us (cleverly): always go for integrated solutions. Even better if you use the word ‘ holistic’. All the instruments should be used to drive the organisation in the right direction. Management says: we want it all (at a low price). HR is happy, because they are taken serious.

In a restaurant you will never order the complete menu (unless you are recreating La Grande Bouffe). You have to make a choice. Starter, main course and desert. Maybe it is even healthier to take only the main course.

HR should not offer the complete menu. Determine the root cause of burning issues, and then choose the intervention that has the highest impact with the least effort. Do not strive for perfection and completeness. Yes, a holistic vision on people and organisations is necessary. But holistic is not the same as ‘wholistic’”.

3. Status is too important

For some HR managers, the most important question they have in the interview is: “Will I be a member of the management team?”. Too much focus on status is not a good sign. Maybe you should prefer a candidate who says: “I hope I don’t have to be a member of the management team” (and thinks: “I can use my time better”).

Read: “Trends in HR job titles – update“.

4. Poor implementation

Partly as a result of 1 (not focusing on the most urgent business issues) and 2 (too big HR agenda), the implementation of HR is often poor. Too many projects, hardly ever properly finished. The result: unhappy senior management and unhappy employees. “HR is always very busy, but what are they doing?”.

Read: “How can HR give time back to the organisation?“.

5. Too much focus on management, not enough on employees

Dave Ulrich’s “Human Resource Champions” has probably been the book with the largest impact on the HR profession in the last decades. Unfortunately, many people did not read the book, but only saw a picture with the four archetypical roles for HR. For many the book was summarised in one key message: you must become a Strategic Business Partner. As strategy was a role of top management, this meant you had to get close to management, or even better, become part of top management! Many of today’s CHRO’s have grown in this area. Therefore, HR has focused too much on pleasing top management, and forgot to develop two of the other key roles Ulrich described: Employee Champion and Administrative Expert.

The tide is slowly turning, from PTB (please the boss) to EI (employee intimacy). Really understanding the wishes, needs and capabilities of employees is getting more important, and this employee intimacy is required to design relevant employee journeys.

Read our earlier blog post: “To a more human and holistic HR” and watch the short video: “How the Ulrich model was misused“.

How the Ulrich model was misused - YouTube
6. Not capable to run HR Operations

HR Operations have been underrated. If you investigate how employees and management value the “employee experience”, and in which elements of the experience they would like to see improvement, the improvement areas are often related to HR Operations. HR information is difficult to find on the intranet. It takes too long before candidates receive the job offer. Posting internal vacancies is too complex. Manager- and employee self service is too complex.

Running HR Operations require specific skills. This is more about IT and hospitality than about strategic HR. Improving HR Operations should be a key priority of HR.

7. Not enough people analytics and evidence based interventions

Is there a high level people analytics team? Does HR produce solid headcount reports? Is HR able to prove their interventions contribute to solving urgent business issues?

HR is a profession, and we should be able to come up with focused impactful solutions. Data driven and evidence based, not too much relying on our gut-feelings

The post Is it time to replace your CHRO? appeared first on HR Trend Institute.

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In the February 2019 issue of “HR Strategy & Planning Excellence“, of HR.com an article of Tom Haak was published. The title: “Serious about diversity? Measure rigorously!”.

Diversity 1

Diversity 3

Read the full article on HR.com

The post Measure to improve Diversity appeared first on HR Trend Institute.

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Remote-How interviewed Tom Haak.

We quote from the introduction on the web site of Remote-How:

“In the video below, Tom gave us his insight on various matters around the HR industry. We talked about his HR Trend Institute initiative and how he came up with the idea, the role of technology in the HR industry and the need for Talent Management to focus, mostly, on present issues and challenges and avoid being “sent away in the bush” by corporate as an effort to leverage time.

Furthermore, we discussed the employee’s journey and dived deep in how can Talent Management adjust and be effective in a distributed work environment.
Lastly, Tom gave us some valuable insight into what challenges companies need to prepare for before tinkering with a flexible work arrangement program.”

REMOTE-HOW Interviews Tom Haak from HR Trend Institute - YouTube

The post “Talent Management is often Window Dressing” appeared first on HR Trend Institute.

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Smarp published an interview with Tom Haak on their website on February 21, 2019.

Tom Haak on how to improve internal communications in the workplace

Even though internal communications should be one of every organisation’s top priorities, 60 percent of businesses don’t have any long-term internal communications strategy.

Internal communications affect the company’s employer brand, employees’ motivation, the corporate culture, and also employee engagement overall: Deloitte’s 2017 Global Human Capital Trends Survey shows that only 23% of companies believe that their employees are fully aligned with the corporate purpose. As workplaces are changing and workforces are becoming more mobile, delivering effective internal communications can be a real challenge.

Tom Haak, founder and director of the HR Trend Institute, shares his thoughts on the most common internal communication challenges businesses are facing and best practices for improving communications in the workplace:

Hi Tom, you are the founder and director of the HR Trend Institute, what’s your story, how did you decide to launch this institute?

I have a background in international HR. I worked for great organisations, such as Philips Electronics, KPMG, Aon and Arcadis. I always tried to practice HR in an innovative and non-traditional way, but in the end, as an international HR executive, you spend most of your time in meeting rooms somewhere in a nice location.

I was more interested in HR innovation, and therefore I founded the HR Trend Institute. We’re going to celebrate our fifth anniversary in April. We are trend watchers and our main focus is people and organisations.

With our findings, we try to inspire HR professionals and others, showing that by using current trends and the possibilities of HR tech, life in the workplace can be a lot more fun, rewarding and effective. We do this by blogging, conduction keynotes, and hosting workshops, masterclasses and training programs.

According to you, what are the main barriers to effective internal communications that companies are facing now?

To me, there is not a big distinction between internal and external communications. As organisations are changing, it becomes more and more difficult to identify what “internal” is. Many people involved in the company’s success such as free agents, partners, suppliers or interns may not get the information they expect the company to share with them….

Read the full Interview

The post How to improve Internal Communications appeared first on HR Trend Institute.

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An overview of some of my activities in the coming months. Click on the pictures if you want more information about the events.

HRcoreLAB 2019
March 26 and 27, 2019
Barcelona, Spain

The HRcoreLAB is one of my favourite events of the year. It is a big conference (three streams), with always many interesting speakers and great networking opportunities. I will chair the HR Agility stream for the fourth time.
On March 27, from 14:20 to 15:40, I will conduct an interactive session together with Peter van der Bel of the Centre for Applied Personality Research (CAPPR). Our session is called “What is an “Agile” personality?“. Participants will be able to conduct the test.

Online HR Fokus Konferenz
March 25-29, 2019

On March 38, 2019, from 11:30-12:15, I will conduct a webinar as part of the Online Fokus Konferenz HR Frühjahr 2019. The webinar will be in English. The title: “What are the BIG HR Trends“. In the fall edition, on November 7, 2019, I will run another webinar.

29th EAPM Congress “The Future is Now!”
April 4 and 5, 2019
Bled, Slovenia

Early April I will be in beautiful Bled, for the 29th EAPM congress (also called the Slovenia HR Summit). It is my honour to deliver the first keynote on April 4. The title: “The Future is Now!“.

HR Innovation Summit
May 7 and 8, 2019
Munich, Germany

The main day of the HR Innovation Summit 2019 is May 8. It is my pleasure to open the conference at 9.10 with a keynote titled “From digitised to digital – HR trends for the digital HR management era“.

May 15 and 16, 2019
Copenhagen, Denmark

In Copenhagen I will chair the second HRcoreNORDIC event. Last year was great, and my expectations for this year are high. I will also give a keynote, focused on the latest digital and analogue HR trends.

Seminar “The Future of HR”
May 21, 2019
Lisbon, Portugal

In Lisbon I will conduct a one-day program for Vantagem+. In an intensive interactive program, I will lead the participants through the most important HR trends, and discuss with them how the impact of HR can be improved by selectively using the trends. More information can be found on the website.

Leergang Employee Experience
May-June 2019
Amsterdam, The Netherlands

This is the 2019 edition of the successful four-day program (in Dutch) focussing on the employee experience. On June 14, 2019, I will talk about HR tech and the employee experience.

HR Experience
May 30, 2019
Belgrad, Serbia

On May 30, 2019, the HR Experience conference will take place in Belgrade, Serbia. I will deliver a keynote focused on “Trends in Talent Acquisition”.

Seminar “The Future of HR”
June 4, 2019
Luanda, Angola

In Luanda I will conduct a one-day program for Vantagem+. In an intensive interactive program, I will lead the participants through the most important HR trends, and discuss with them how the impact of HR can be improved by selectively using the trends. More information can be found on the website.

Total C&B Seminar
June 19 and 20, 2019
Amsterdam, The Netherlands

On June 20, 2019, on the second day of the Total C&B seminar, I will talk about “HR Trends and the implications for C&B“.

Zukunft Personal Europe
September 17-19, 2019
Cologne, Germany

In September I will be present at the 2oth edition of Zukunft Personal Europe. I will certainly conduct several guided tours (in English), and I will keep you posted about other activities.

October 16 and 17, 2019
Amsterdam, TheNetherlands

In October I will chair the “Talent Trends” stream at the HRcoreACADEMY. Most likely I give a presentation about the important talent management trends for 2020.

In the works
  • Three day program on “Improving the Employee Experience with HR Tech“. The plan is, that I will rund this program for HRD Future in Hong-Kong (July 8-10) and Singapore (October 21-23) . More information to follow.
  • Two day program on “Building your Digital HR Strategy“. The plan is, that I will rund this program this program for HRD Future in Hong-Kong (July 11-12) and Singapore (October 24-25). More information to follow.

The post Tom Haak on Tour appeared first on HR Trend Institute.

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Gamification is becoming more popular

Gamification is becoming more and more popular and is more widely used than ever. It comes down to using game principles and techniques in a non-game context. The industrial management paradigm of the last hundred years in which people are extrinsically motivated by carrots and sticks lies behind us. The new paradigm that sees people as intrinsically motivated, forms fertile ground for gamification, which offers many possibilities to address that intrinsic motivation.

Human drivers like purpose, autonomy, mastery and relatedness are the design principles for work in this age. Extrinsic motivation is not the only mechanism anymore but can still play a role.

One area of business where gamification techniques are increasingly applied is Human Resources. If you’re ready to adopt HR gamification mechanisms in your organisation, it will certainly help make the work of the employees a whole lot more enjoyable, creative and efficient. We’re now moving beyond the hype, using gamification to add real value to organisational processes.

While many are still struggling to understand the concept, it becomes clear that it can have great impact on daily work and has a tremendous power of influencing employees’ behaviour. Gamification has attracted a lot of attention as a way to engage employees in HR-related activities.

How is Gamification being Used in HR?

Gamification engages employees in different ways. It has mechanisms for recognition (stimulating progress), feedback, fun and collaboration. These four mechanisms are closely related to the human drivers we mentioned before (purpose, autonomy, mastery, relatedness).

Today, gamification is often being used to grab the attention of job candidates and raise interest in job openings, as you also read here. The traditional recruitment process is getting replaced by a digitally supported alternative that speeds up the process and simultaneously helps to evaluate the future job performance of the applicant. Along the way users are motivated to stay engaged in the recruitment process.

Here are nine examples of gamification used in HR.

Nine examples of gamification used in HR 1. Marriott for Recruitment

Source: Marriott.com

My Marriott Hotel is a game that has been developed by Marriott International to recruit newbies. It allows the candidates to run their own virtual hotel in which they design their own restaurant, purchase inventory, train employees and serve guests. It virtually simulates the whole experience to run a hotel business. Points are being awarded according to the customer service the players provide. They can also win points for every satisfied customer and they lose points for poor customer service.

Technically this is a business game or simulation, which differs a bit from gamification. With gamification, you apply gaming elements in your work and activities. With HR-business games, you simulate an environment to test or train employees. But since it’s often part of a larger process, we still consider it can be part of a gamification strategy.

2. Cisco in Learning & Development

Source: Cisco

Cisco uses gamification in very different programs. Learning & development is just one of them. They started using gamification principles in their social media training to build this skillset for their employees. Marketing associates learned to use Twitter to service their customers. Sales learned to use LinkedIn to reach their customers and HR-employees learned to use LinkedIn to search for candidates.

Cisco works with three levels of certification through which progress in applying the new skills is measured and stimulated. The fun factor is increased by introducing team challenges. Players can earn badges for completing different challenges.

3. Onboarding at Deloitte

Source: Deloitte.com

Deloitte digitalised and gamified their onboarding process. New employees form  teams with other starters and learn about privacy, compliance, ethics and procedures online. They can launch pre-set questions into their team that everyone has to answer. Thereafter the answers and possibilities are discussed in the team with the goal to come up with one answer. This approach combines learning functional elements with collaboration and creates a strong sense of belonging from the first day a new employee starts.

Deloitte also created a virtual office tour, which is set-up like a videogame. It starts with a scene at the airport where visitors choose their destination—Beijing, Shanghai or Hong Kong. Then visitors “fly” to that city and arrive at the local Deloitte virtual office, where they can talk to employees, getting a sense of the culture.

4. Accenture for Cultivating a culture of Collaboration

Source: AIS Electronic Library

Accenture is using gamification to achieve their knowledge management objectives. At first, employees could earn points by completing their online profile and by sharing content. Through gamification, they encourage the behaviours that lead to knowledge transfer like blogging and publishing re-usable documents. Their goal is to recognise and engage employees to demonstrate these behaviours. In the meantime, it has evolved into a system that tracks over 30 different activities leading to increased productivity, reduced operating costs, more innovative ideas and improving employee engagement.

5. A Belgian Hospital for training new employees

Source: Het Belang van Limburg, photo Jozef Croughs

A hospital in Sint-Truiden uses a ‘faulty room’ for newcomers who haven’t been able to practice some elementary things they will need in their job. It’s a patient room in which errors are intentionally made. Is the bed in the right position, is the nurse wearing the right clothing, are safety instructions met? They have ten minutes to find the twenty errors in the room. They must also be able to explain the mistakes. Afterwards they get feedback.

6. NTT for leadership development

Source: cxo.nl

NTT uses an internal game called ‘Samurai’ to test leadership qualities. After answering a range of questions, the participants join a quest to show how good they are at managing others. The game helps NTT to find the good leaders within the company and gives insights on who needs more help in which area.

7. Phoenix Software for attracting & selecting candidates

Phoenix Software locks candidates for one hour in an escape room, together with employees of the company, to get to know them and to select the right candidates for the job. Candidates don’t have to send a cv, but just need to register for this activity.

PhoeniX Software - Escape Room Event Promo - YouTube

The people that came up with the idea, from the Dutch recruitment agency Technisch Nederland, also launched a Mobile Talent Room, in which competencies of applicants and existing staff can be measured in a natural environment.

8. US Air Force & Uncle Grey

Source: gamification.co

Candidates can game their way into your company.
The US Air Force has created the Airman Challenge game to teach prospective recruits more about the Air Force and its available positions.

Or use in-game job recruitment. Uncle Grey (a Danish agency) used online gaming to recruit front-end developers. After researching where its potential candidates were spending time, they arranged a ‘sponsorship’ deal with players of Team Fortress 2, who placed posters inside the game mentioning the job and linking to an URL.

9. LinkedIn for internal collaboration

Source: SlideShare, “30 ways to innovate your candidate experience”

Organise a Recruitathon! LINKEDIN worked with Flipkart in India to organise their first Recruiting Hackathon: a fun way of getting teams together on a challenging project, chasing critical hard to fill open positions in record time. They scored 226 candidates in less than 5 hours.

Gamification can be very powerful

Gamification can be very powerful and can be used to gamify the whole employee experience but it doesn’t always work or at least it doesn’t just work by itself. It needs qualitative input. When your training material is bad, gamification won’t make it better.

It also needs time and energy. It’s not a one-time set-up and then everything is done. You need to bring in the time and resources to monitor results, evaluate and adapt accordingly. And you need to be clear on what you want to achieve: what specific behaviour do you want to see more or less of? Then use gamification to help you meet just those needs, nothing more and nothing less. 

The post 9 examples of gamification in HR appeared first on HR Trend Institute.

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UNLEASH London, 19-20 March 2019

UNLEASH Conference & Expo returns to London on 19-20 March. Through the HR Trend Institute you can join the Expo for FREE! With this offer, you’ll get a chance to network with thousands of C-level HR executives and decision makers, meet with hundreds of solution providers and startups, offering the best in HR technology solutions on the market and you’ll get to see vendor’s roadmaps during their product demos, covering talent acquisition, core HR, learning, analytics and many more topics! Also, you can be a part of the UNLEASH Startup community and see the UNLEASH Startup competition, where startups from around the world present their vision, ambitions and products to a selected jury.

Apply Here

The post Join UNLEASH Expo in London for free appeared first on HR Trend Institute.

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Today’s world and is extremely chaotic. People are swept into monotonous cycles that take their minds away from what’s truly important. They get lost in the sea of unimportant details, and they lose their overall life focus.

Why is Meditation Important?

Wake up, prepare for work, eat a quick and often unhealthy breakfast due to the lack of time, work, work, work, go home, take care of responsibilities and unpredicted complications, relax for fifty minutes, go to sleep, repeat.

By analysing this common lifestyle, we can clearly see a few things. Among them is the fact that very few people take their time to introspect and meditate.

First, we’re not actually living our lives, but life lives us. Because most people are not really in control of their days, this limits their freedom and diminishes their quality of lifestyle.

Second, a mind that’s constantly in rush cannot be calm or in peace. Living a healthy and balanced life is all about making peace with yourself and with the world.

Often, people become stressed out during work, manifesting and directing their negative emotions and moods not just toward coworkers but also toward family and close friends. If this sounds familiar to you, I’m guessing that you’re here to make positive improvements.

Among all the incredible benefits it provides, meditation is an amazing way to improve your work’s quality, to relieve stress and anxiety, and to become motivated and inspired to keep growing.

Meditation as an Employee’s Tool

In today’s busy workplace, employees are surrounded by technology and unlimited information. That’s not all bad, but it can be distracting. Taking the good side of technology in mind, you can improve your overall experience at work by using meditation apps and mindfulness apps that serve a variety of purposes.

In today’s post, I’m sharing some of the most effective mindfulness meditation apps that can change the way you live, think, and feel while you’re at work (and not only at work).

1.   Aura

One of the best meditation apps you can find for your work schedule is Aura. It features daily micro-meditation sessions that last exactly three minutes. These short audio sessions are purposed to help users relieve anxiety and stress. They take advantage of an effective, advanced, and yet simple meditation platform.

The specialists behind Aura are very popular meditation therapists and teachers, while the application features AI algorithms and features.

With this brilliant meditation app, you can listen to sounds of nature, keep gratitude journals, and track your emotional moods throughout the workday. The 3-minute sessions make it a great app for work breaks.

2.   Buddhify

Buddhify pays great attention to details. It also ensures that the user can benefit from the app in various circumstances. The app offers meditation sessions that are organised according to where you are throughout the day.

Buddhify is recognised as one of the most effective apps for relieving anxiety, mainly because it offers meditations for various purposes and reasons.

You get over 80 meditation sessions, all created by field experts. If you always tend to be on the go, this is the perfect app for you.

3.   Calm

Are you a calm person? Do you yell? Do you get angry and put people down? If that sounds a little bit like you, Calm is the perfect app for your daily routine.

The app is renowned to bring intense feelings of peace and joy, and a sense of clarity and perspective.

Millions of people are using this app, and report that it empowers and inspires them to move forward.

As for the features, Calm offers relaxing sounds and positive vibrations. For example, the sound of the fire, the sound of the rain, the crickets, the birds, and so on. Calm also offers guided meditation sessions, short, and perfect for work breaks.

4.   Mindfulness Daily

Mindfulness Daily, as the name suggests, is a daily mindfulness habit app which encourages users to “pause for a mindful minute throughout the day”.

This app provides effective, short, and concise guided meditations that are aimed to reduce stress, anxiety, and other negative feelings. You can use it at work, as a session only lasts a minute.

Mindfulness Daily is also perfect for improving your sleep performance and your energy levels throughout the work day. Unlike any other app, Mindfulness Daily comes with evidence-based solutions and benefits for various mental and physical issues.

5.   Omvana

Omvana appeals to every professional who wants to improve himself personally and professionally. This is a growth-oriented e-learning application that provides transformational audio tracks for improving different areas of your life.

There are many categories you can choose from. Some of the most popular ones are: productivity, meditation, mind, body, relationship, and lifestyle.

You can test Omvana for free and see if it can get you motivated or inspired. People report that this app is specifically great at teaching users how to meditate and how to enhance the experience of meditation.

It also offers an option that allows the user to create personalised meditation sequences based on their preferences and needs. So, for example, if your work break allows for a five minute meditation session, set it to five minutes and start enjoying your unique meditation session each day.

I’ve been using this app for two years now, and I’ve been able to find some of the best essay tips, written by College-Paper and EssayOnTime, so it helped me improve my academic performance too.

6.   Simply Being

7.   Stop, Breathe, & Think

Stop, Breathe, & Think is a great application for everyone who’s having a tough time waking up, focusing, or committing to responsibilities.

Its main themes are motivation and inspiration. For children and teenagers who are first introduced to mindfulness and meditation practices, this app is perfect, but it is also great for adults who are just getting started.

You can connect this app with your Alexa assistant and ask for reminders and meditation help every time you need it.

8.   Headspace

Lastly yet very well worth mentioning, Headspace is probably the most effective meditation app that promises to improve your energy, health, and happiness.

This tool does not only offer specific guided meditation sessions for various needs, but also gives you clear instructions on how to actually meditation. That can make the entire difference for some people!

As I’ve been a resume counselor at Resumes Planet for a few years, I’ve realised that even though clients were given specific examples on how to create their resume, they still needed fundamental and basic teaching on what employers need from a CV.

It works the same with meditation. Until the person who wants to practice isn’t fully confident in the basics, he won’t be able to reap its full benefits.

Additionally, Headspace features bite-sized guided meditation sessions, which are perfect for busy people and especially for employees who want to make meditation a part of their work routine.

You can get Headspace both on Android and iOS. You can sign-up for free to test the app before going premium.


Meditation apps are great assets for improving the quality of your work experience, as they help you relax, improve your emotional moods, and relieve the anxiety that holds you back from enjoying your present moment.

The post Top 8 meditation apps to use at work appeared first on HR Trend Institute.

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