VIATEC posted an articleVIATEC's Compensation Study is Ready! see more
VIATEC's Compensation Study is Ready!
VIATEC’s 2018 HR Practices and Compensation Study is ready! The study analyzes recruitment and retention practices, compensation structure and programs, benefits and salary ranges within Greater Victoria’s technology sector; helping companies make more informed decisions.
There is a small cost to purchasing it, which helps to cover the consultants’ fee. The cost is considerably lower than that of comparable reports, having been subsidized by VIATEC.
- Participating tech company, VIATEC member: $250
- Non-participating tech company, VIATEC member: $500
- Participating tech company, non-VIATEC member: $750
Paula Parker posted an articleOne day soon, you might be recruiting someone to fill any of these 21 jobs, or doing one yourself. see more
Source: Harvard Business Review
The Coronavirus has drastically reshaped the economy and the labor force. Since its rapid spread around the globe, we have experienced titanic shifts in how we work, where we work, and the technologies we use to stay connected.
Such massive change is escalating the importance of HR’s role within organizations. Workers are turning to their managers and their HR leaders, in particular, for guidance on how to navigate their “new normal” — research indicates that 73% of workers depend on their employer for support in preparing for the future of work. Just as CFOs have greatly increased their scope since the 2008 financial crisis, CHRO’s now have that same opportunity to become central C-suite players.
We believe this is HR’s moment to lead organizations in navigating the future. They have a tremendous opportunity, and responsibility, to provide workers with guidance on the skills and capabilities they will need to be successful over the next decade as new roles continue to emerge.
With that in mind, The Cognizant Center for Future of Work and Future Workplace jointly embarked on a nine-month initiative to determine exactly what the future of HR will look like. We brought together the Future Workplace network of nearly 100 CHROs, CLOs, and VP’s of talent and workforce transformation to envision how HR’s role might evolve over the next 10 years. This brainstorm considered economic, political, demographic, societal, cultural, business, and technology trends.
The result was the conception of over 60 new HR jobs, including detailed responsibilities and skills needed to succeed in each role. We then created a ranking of each job by its organizational impact, allowing us to narrow the list to an initial 21 HR jobs of the future.
As technology continues to reshape work, new talent gaps will pop up that will need to be filled by see more
Author: Ashley Goldsmith
HR Outlook 2018: Preparing our Workforces for a Different World [Blog]
In the past few weeks I’ve been thinking a lot about the year ahead and what 2018 holds for those of us in HR. We all know technology will continue to impact the way people work and how our organizations are run, just as it has over the past decade. Yet I have a feeling we’ve just seen the tip of the iceberg.
Already, the very concept of a worker has changed—mobility and connectivity have made it easier for people to work on a contingent, part-time, or freelance basis, spawning what we now know as the “gig economy.” Technology has also made it easier for companies to expand geographically without necessarily incurring the costs of new locations, allowing them to engage virtually with workers anywhere on the globe.
As technology continues to reshape work, new talent gaps will pop up that will need to be filled by people with the right skills.
In addition, artificial intelligence (AI), automation, machine learning, and predictive analytics have the power to change the fabric of our organizations, making us smarter and more productive, but also making some job functions obsolete.
All of these developments require us to plan now for how we utilize technology to our advantage in the workplace. In this era of automation and advancing AI, HR professionals should be more focused than ever on helping to reskill and develop employees whose jobs may be impacted—and not just because it’s the right thing to do. As technology continues to reshape work, new talent gaps will pop up that will need to be filled by people with the right skills.
That’s why organizations need to assess what their learning environments look like today and where they can provide greater support. One method we’ve discussed is leveraging learning approaches that have been successful in the consumer world. But there are other approaches outside of an organization’s standard learning approach that can also be highly effective.
Taking a Fresh Look at Reskilling
Additional at-work programs can provide valuable learning opportunities that don’t involve a computer screen. At our European headquarters in Dublin, we’ve been piloting a program we call Career Growth Experience. First, we identified the capabilities and skills that have enabled people to achieve success in specific jobs. Now we’re helping Dublin-based employees connect the skills they want to develop with specific career experiences that demonstrate mastery in those capabilities.
We should also explore nontraditional reskilling models that can help companies expand their talent pool by tapping into parts of the population that have significant potential but have been out of the workforce for a period of time. In a session at Workday Rising in October, Sheila Marcelo, CEO of Care.com, spoke about how Care.com has been encouraging the reentry of stay-at-home mothers into the workforce by recruiting them to help run its online marketplace. Marcelo is excited by the results they are seeing.
In a similar vein, at Workday, we’ve rolled out the Career Accelerator Program, which provides technical training and internships to military veterans who are challenged with transitioning from military life to meaningful careers in civilian life. During the pilot program in 2016, 83 percent of participants joined Workday full time, and 100 percent of participants told us they would recommend the program to other veterans transitioning to civilian life.
Advances in technology will continue to change the way we view talent and organize our workforces. In the face of this, it will be HR’s responsibility to provide the leadership necessary to ensure workers have the new skills required for our organizations to remain agile, efficient, and prepared for whatever disruptions the future brings.
I felt worse and excused myself. That memory is the last that I have for much of the next two years. see more
Written by: Dave Neufeld
The day I almost died and living with disabilities [Blog]
tl;dr Some things in life have the capability of crushing you. If you are lucky, you survive and get the chance to live again. If you can, give people with disabilities the chance to show what they can do for your company. If you read this and you think you know someone that could use the encouragement, please share it on.
It was a Saturday night in January 2009. I had just finished another good week at a small software company in Victoria, BC, a smaller Canadian City on the West Coast. The weather was pleasant (by Canadian standards) and my wife and I had settled in to watch a movie in our newly renovated small house. The only bad part of this idyllic scene was that I had been sick most of the day with what I thought was the flu. What a crappy way to spend a Saturday. During the movie, I felt a bit worse and excused myself to go to the washroom.
That memory is the last that I have for much of the next two years. The rest of the story are pieces that I have tried to put together from small snatches of memory I have and based on the stories that others shared with me. That night, after I excused myself and went to the washroom, I vomited and then the room started to spin.
Then I had a full body seizure.
My wife heard the noise and rushed into the bathroom. I cannot imagine the scene that she witnessed. Her husband, who just one minute was making stupid comments about the movie was now flailing out of control. When the seizing stopped, she called 9-11 and I was taken by ambulance to the local hospital.
At the hospital, I was examined. There were no obvious signs of trauma that might have triggered the seizure and nothing that I could recollect from the day that might have hinted at the cause. There was talk of me going home given the lack of other symptoms (this was my first seizure that I had ever had), but luckily my wife insisted that I be kept in for observation. An odd twist of fate in this story is that my wife is a Physician, so that the fact that she had observed enough odd behaviour in her career helped to clarify for the other attending Physicians what she observed and a possible cause. I cannot imagine what might have happened if I had been self-admitted or if the seizure had not been witnessed by someone else. Sometimes you just get lucky.
Once admitted, I continued to have seizures. Further tests were administered and it was not long before the diagnosis was made. I was experiencing Encephalitis ( Encephalitis is an acute inflammation of the brain.Encephalitis is an acute inflammation (swelling) of the brain usually resulting from either a viral infection or due to the body's own immune system mistakenly attacking brain tissue). Via an MRI, the swelling caused by the viral infection could be seen by the Doctors and a course of treatment to fight the infection was started. For three days I moved in and out of consciousness. When I was conscious, I wasn’t necessarily lucid (but that story is for another post) but luckily medication administered aided the body in its fight against the infection in my Brain. At the five day mark, things seem to turn for the better as I stabilized. With the medicine prescribed, the body fought the infection and ultimately defeated it. I was hospitalized for nearly two weeks.
After the initial medical emergency passed, I returned home but to a life that would never be the same. I was on high doses of anti-seizure medication (seizures are a common result of brain damage). Part of my left-temporal lobe was damaged. I was not physically impacted (I maintained my ability to speak and my motor skills were not affected, my speech was the same). To the outside observer, I looked like the old Dave unless you tried to have a conversation with me.
After a relatively short time of recovery I attempted to return to work, but I was no longer able to manage my team of Software Quality Assurance analysts on our project. Even testing software (a complex skill-set requiring use of memory and intuition) was nearly impossible. My ability to control my mood or affect was difficult and I could not adapt socially into my role. When it was clear that I could no longer do my job, I was dismissed.
I didn’t work again for another 3.5 years. I spent those years trying to carve out a piece of my life again. I attended Brain rehab clinics and out-patient services. I attempted re-training (to try and re-acquire marketable skills given my disability). After 2.5 years, I started applying for work locally but the process (hard for anyone unemployed and looking for work) was made difficult by my time absence from the fast-moving technical market. My resume had a glaring hole that people wanted to ask about and given my previous experience hiring, I didn’t know how to approach.
I got my first job again in Summer of 2012 at a small tech startup as a junior QA analyst. It was hard but I gave it my best. After a while, a vacancy opened up and I had the chance to try managing again. Small successes led to more and I eventually had a chance to take on a new role for me of Development Manager. Since that time, I have had the chance to lead another QA Team in a local tech company (a team of 7 full-time and 3 coop QA analysts). I have presented at the local Agile Software Meetup, been present in a number of different software development groups and shared my experience with the CanAssist team up at the University of Victoria.
More important than all of the work, I have had the chance since the injury to become a parent and to experience the joy that children bring to a household (and mess, but hey, the good with the bad). I have had a chance to build a new life, albeit different than the one before and it is good.
This isn’t the whole story, of course, but you have to get back to work, right?
I have summarized my story here, in the venue of LinkedIn (versus Facebook) in order to encourage those in the role of hiring to reconsider how they might give those with disabilities a chance. Missing time in resumes can be there for many reasons, not necessarily nefarious. People being dismissed from jobs may have nothing to do with events under their control. For myself, I had no idea how to explain my absence from the workplace without disclosing my disability and the cause. No one taught me that in ‘resume school’. As the primary screening tool, the resume can cause a hiring team to detect ‘false negatives’, to rule out people because of missing data. Not HR’s fault, but if you have never been through a period like this in your life, you may not naturally empathize either. As someone who interviewed and hired twenty interns/coops over the last 2.5 years, that is always something that I considered as we evaluated candidates. Grades do matter and previous experience does matter but how people approach problems and their determination to overcome adversity is hard to see on a resume.
For those with disabilities, whatever they are, who are attempting to get into or back into the work force after time away, I hope that my story can offer hope. No one knows what the future holds, what you are capable of, or what opportunities will be afforded to you. My only advice (as shitty as it is) is to try and take each day as it comes. Watch for the demon Depresession. Watch a lot of ted-talks on youtube and find a local community of people who you can share your challenges with. Find ways to make today a bit better than yesterday.
If you are supporting someone with a disability, in life or in work, remember the basic human lesson that we cannot truly know what another experiences or how they perceive their struggles. Ask questions, pray for patience and encourage them through your support and love and care.
Finally, and most important, I want to thank my wife (whose name I withhold here to give her a modicum of privacy in an over-connected world). The day of my illness you helped to save my life. In the years that followed, you helped me to recover some part of my humanity and to continue to live a life of meaning. I truly cannot imagine the burden that you have carried, but I am grateful that you choose to be with me. You are an amazing person and I am lucky to have ever met you. Love you.
If you want to randomly keep reading, check out the story of these people.
Vancouver Island’s smaller talent pool pushing some developers to recruit from outside video game... see more
Source: Business in Vancouver
Author: Tyler Orton
Victoria video gamers grapple with HR challenges amid growth
Vancouver Island’s smaller talent pool pushing some developers to recruit from outside video game sector
It’s been nine years since three University of Victoria (UVic) grads launched their first video game aimed at Facebook (Nasdaq:FB) users.
Viking Clan was monetized almost instantly and managed to gain 250,000 players within weeks of its launch, and by the end of its first year on the market, Kano/Apps CEO Tim Teh said the Victoria-based company was profitable after generating $1 million in revenue from the game.
“We try to create games that are built around communities that last for a really long time,” said Teh, who met his co-founders on their first day at UVic.
Kano/App’s latest game, Free Rider HD, is the fifth game the team has developed for iOS after expanding beyond Facebook games. The company recently moved into its second office after growing from the initial UVic trio to 25 developers.
Despite Kano/Apps’ significant growth, Vancouver Island-based video game developers still face talent recruitment challenges.
There are 5,500 full-time employees at 128 companies in B.C.’s video game industry, according to a 2015 Entertainment Software Association of Canada report.
Vancouver Island accounts for “roughly” 250 of the province’s developers, according to Eric Jordan, a DigiBC board member who also serves as CEO of Victoria-based Codename Entertainment.
The talent pool is significantly smaller, which makes recruitment from within the industry tricky.
But Jordan said the broader tech industry has usurped tourism as Victoria’s main economic driver.
BC Stats’ 2016 profile of the B.C. tech sector estimated the tech industry accounts for 20,000 jobs on Vancouver Island.
“Certainly there’s a love of video games in the broader tech community, so we can recruit people out of the broader tech industry,” said Jordan, whose company just released Idle Champions of the Forgotten Realms, a Dungeons & Dragons-themed game.
Codename Entertainment CEO Eric Jordan, left, says his company is recruiting from Vancouver Island’s broader tech industry | Submitted
Kano/Apps has been using the same tactic of recruiting from the broader tech industry already living on Vancouver Island.
“The rising cost of Vancouver definitely helps in terms of trying to drive talent Island-side,” Teh said, adding Kano/Apps also recently recruited a game designer from India.
Meanwhile, Jordan said flattening distribution channels – app stores, for example – has made it easier to develop and release games into the market anywhere in the world.
“And so that then combined with, ‘So if I don’t have to be in Vancouver, well, where would I like to be?’ You have studios in Victoria, of course, but then you’ve got some really interesting stuff happening up-Island, too.”
Jordan added that Vancouver Island developers like Cloudhead Games are in locations “that make Victoria look astronomically large.”
As for future growth, Jordan said gaming is acting as a “natural bridge” between the public at large and the tech sector.
“And the tech sector’s really growing so much here in Victoria, it’s been a real boon for video game companies.”