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For Sale – APPLE TRACKPAD KEYBOARD HENGEDOCK

Clearing out some Apple stuff that is not getting used
1 Apple Trackpad (original version) £30
1 Apple Wireless Keyboard (original Version) £35
Henge dock for the above £15

both Apple products are boxed and in excellent condition with very little use
the Hengedock does not have a box though

Price and currency: £30
Delivery: Delivery cost is not included
Payment method: BACS, PPG CASH
Location: NEWCASTLE UPON TYNE
Advertised elsewhere?: Not advertised elsewhere
Prefer goods collected?: I have no preference

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Mature DevSecOps orgs refine developer security skills training

BOSTON — IT organizations that plan to tackle developer security skills as part of a DevSecOps shift have started to introduce tools and techniques that can help.

Many organizations have moved past early DevSecOps phases such as a ‘seat at the table‘ for security experts during application design meetings and locked-down CI/CD and container environments. At DevSecCon 2018 here this week, IT pros revealed they’ve begun in earnest to ‘shift security left’ and teach developers how to write more secure application code from the beginning.

“We’ve been successful with what I’d call SecOps, and now we’re working on DevSec,” said Marnie Wilking, global CISO at Orion Health, a healthcare software company based in Boston, during a Q&A after her DevSecCon presentation. “We’ve just hired an application security expert, and we’re working toward overall information assurance by design.”

Security champions and fast feedback shift developer mindset

Orion Health’s plan to bring an application security expert, or security champion, into its DevOps team reflects a model followed by IT security software companies, such as CA Veracode. The goal of security champions is to bridge the gap and liaise between IT security and developer teams, so that groups spend less time in negotiations.

“The security champions model is similar to having an SRE team for ops, where application security experts play a consultative role for both the security and the application development team,” said Chris Wysopal, CTO at CA Veracode in Burlington, Mass., in a presentation. “They can determine when new application backlog items need threat modeling or secure code review from the security team.”

However, no mature DevSecOps process allows time for consultation before every change to application code. Developers must hone their security skills to reduce vulnerable code without input from security experts to maintain app delivery velocity.

The good news is that developer security skills often emerge organically in CI/CD environments, provided IT ops and security pros build vulnerability checks into DevOps pipelines in the early phases of DevSecOps.

Marnie Wilking at DevSecCon
Marnie Wilking, global CISO at Orion Health, presents at DevSecCon.

“If you’re seeing builds fail day after day [because of security flaws], and it stops you from doing what you want to get done, you’re going to stop [writing insecure code],” said Julie Chickillo, VP of information security, risk and compliance at Beeline, a company headquartered in Jacksonville, Fla., which sell workforce management and vendor management software.

Beeline built security checks into its CI/CD pipeline that use SonarQube, which blocks application builds if it finds major, critical or limiting application security vulnerabilities in the code, and immediately sends that feedback to developers. Beeline also uses interactive code scanning tools from Contrast Security as part of its DevOps application delivery process.

“It’s all about giving developers constant feedback, and putting information in their hands that helps them make better decisions,” Chickillo said.

Developer security training tools emerge

Application code scans and continuous integration tests only go so far to make applications secure by design. DevSecOps organizations will also use updated tools to further developer security skills training.

Sooner or later, companies put security scanning tools in place, then realize they’re not enough, because people don’t understand the output of those tools.
Mark FelegyhaziCEO, Avatao.com Innovative Learning Ltd

“Sooner or later, companies put security scanning tools in place, then realize they’re not enough, because people don’t understand the output of those tools,” said Mark Felegyhazi, CEO of Avatao.com Innovative Learning Ltd, a startup in Hungary that sells developer security skills training software. Avatao competitors in this emerging field include Secure Code Warrior, which offers gamelike interfaces that train developers in secure application design. Avatao also offers a hands-on gamification approach, but its tools also cover threat modeling, which Secure Code Warrior doesn’t address, Felegyhazi said.

Firms also will look to internal and external training resources to build developer security skills. Beeline has sent developers to off-site security training, and plans to set up a sandbox environment for developers to practice penetration testing on their own code, so they better understand the mindset of attackers and how to head them off, Chickillo said.

Higher education must take a similar hands-on approach to bridge the developer security skills gap for graduates as they enter the workforce, said Gabor Pek, CTO at Avatao, in a DevSecCon presentation about security in computer science curricula.

“Universities don’t have security champion programs,” Pek said. “Most of their instruction is designed for a large number of students in a one-size-fits-all format, with few practical, hands-on exercises.”

In addition to his work with Avatao, Pek helped create a bootcamp for student leaders of capture-the-flag teams that competed at the DEFCON conference in 2015. Capture-the-flag exercises offer a good template for the kinds of hands-on learning universities should embrace, he said, since they are accessible to beginners but also challenge experts.

AI, data analytics, recruiting tech among HR priorities, leaders say

LAS VEGAS — HR leaders at top national companies want tech that delivers insights and improves talent management. The top HR priorities included boosting candidate and employee experience through stellar technology. That was the message to vendors and attendees at the 2018 HR Technology Conference & Expo from a panel on what it takes to create top-notch HR. Improved recruiting platforms, AI, data analytics and user-driven learning platforms were all listed as important.

The HR chiefs from Accenture, BlackRock, Delta Air Lines, Johnson & Johnson and The Walt Disney Co., who appeared on a panel, discussed their technology priorities and interests. They weren’t picking and choosing vendors, and they made a point of avoiding mentioning any of the vendors at the conference.

But this group of global HR leaders had a clear idea of what they thought was important to conference attendees and vendors. It was a strategic, but pointed, overview of how they are using technology and what their firms want from it.

Stellar HR requires a candidate-focused recruiting system

Johnson & Johnson interviews a million people a year to hire 28,000 individuals. “So, how do you make sure that they [the candidates] have visibility [into] how they’re tracking through the process, like you would track a Domino’s pizza or a UPS or a FedEx package?” asked Peter Fasolo, executive vice president and chief human resources officer (CHRO) at Johnson & Johnson, based in New Brunswick, N.J.

At BlackRock, talent is an ongoing executive board-level discussion, said Matt Breitfelder, managing director and chief talent officer. The New York-based company is using technology to help improve the diversity of its hiring.

The firm wants diversity on its teams, so its employees are “challenging each other to think more clearly about what they’re seeing in markets,” Breitfelder said.

BlackRock is using tools in its hiring process to make sure it is “not just replicating an industry that has tended to have one way of thinking,” Breitfelder said. “We know it’s about teams, not about individual stars.”

Data analytics makes us more human

We democratized all of our learning.
Ellyn Shookchief leadership and human resource officer at Accenture

“Data analytics makes us more human, because our own data analytics shows there’s a lot of liberal arts majors who make great investors, which is very counterintuitive,” Breitfelder said. 

Delta Air Lines has begun using machine learning and AI technologies to help discover “good predictors of success” in its hiring, said Joanne Smith, the company’s executive vice president and CHRO. “That’s going to help us get smarter and smarter and smarter about hiring,” she said.

Learning and a focus on employee experience

Learning technology was also mentioned as a priority, and Accenture explained why that is. In response to the competition in the labor market, the firm decided to go big on training employees on entirely new skills.

“We democratized all of our learning,” said Ellyn Shook, chief leadership and human resource officer at Accenture, based in Dublin. Learning “is now in real time, on demand and available to our people anytime, anywhere, any device,” she said.

Some 300,000 of Accenture’s 450,000 employees have taken advantage of it in the last two years, which includes some “leading-edge technical areas that there would be no way we could have hired at that scale,” Shook said.

A common theme for the conference panel was the need for consumer-like HR technologies.

“Help me do what I’m doing. Help my employees be better at what we’re doing. But have a consumer mindset to it,” said Jayne Parker, senior executive vice president and CHRO of Disney.

Mist automates WLAN monitoring with new AI features

Mist Systems announced this week that its Marvis virtual network assistant now understands how to respond to hundreds of inquiries related to wireless LAN performance. And, in some cases, it can detect anomalies in those networks before they cause problems for end users.

IT administrators can ask Marvis questions about the performance of wireless networks — and the devices connected to it — using natural language commands, such as, “What’s wrong with John’s laptop?” The vendor said the technology helps customers identify client-level problems, rather than just network-wide trends.

Marvis could only handle roughly a dozen basic questions at launch in February. But Mist’s machine learning platform has used data from customers that have started using the product to improve Marvis’ natural language processing (NLP) skills for WLAN monitoring. Marvis can now field hundreds of queries, with less specificity required in asking each question.

Mist also announced an anomaly detection feature for Marvis that uses deep learning to determine when a wireless network is starting to behave abnormally, potentially flagging issues before they happen. Using the product’s APIs, IT departments can integrate Marvis with their help desk software to set up automatic alerts.

Mist has a robust platform for network management, and the advancements announced this week represent “solid steps forward for the company and the industry,” said Brandon Butler, analyst at IDC.

Cisco and Aruba Networks, a subsidiary of Hewlett Packard Enterprise, have also been investing in new technologies for automated WLAN monitoring and management, Butler said.

“Mist has taken a unique approach in the market with its focusing on NLP capabilities to provide users an intuitive way of interfacing with the management platform,” Butler said. “It is one of many companies … that are building up their anomaly detection and auto-remediation capabilities using machine learning capabilities.”

Applying AI to radio resource management

The original promise of radio resource management (RRM), which has been around for 15 years, was the service would detect noise and interference in wireless networks and adjust access points and channels accordingly, said Jeff Aaron, vice president of marketing at Mist, based in Cupertino, Calif.

“The problem is it’s never really worked that way,” Aaron said. “RRM has never been real-time; it’s usually done at night, because it doesn’t really have the level of data you need to make the decision.”

Now, Mist has revamped its RRM service using AI, so it can monitor the coverage, capacity, throughput and performance of Wi-Fi networks on a per-user basis. The service makes automatic changes and quantifies what impact — positive or negative — those changes have on end users.

Mist has RRM in its flagship product for WLAN monitoring and management, Wi-Fi Assurance.

Service-level expectations for WAN performance

Mist will now let customers establish and enforce service-level expectations (SLEs) for WAN performance. The agreements will help Mist customers track the impact of latency, jitter and packet loss on end users.

The release of SLEs for the WAN comes as Mist pursues partnerships with Juniper and VMware to reduce friction between the performance and user experience of the WLAN and the WAN.

Mist also lets customers set service levels for Wi-Fi performance based on metrics that include capacity, coverage, throughput, latency, access point uptime and roaming.

For Sale – Core i7 6700K CPU (Retail Boxed)

Decided to jump on the Ryzen train, so I’m selling my Core i7 6700K CPU, that comes in its proper retail packaging.

Can’t remember when I got it, but I think it’s about 2 years ago. Been used for gaming, and work, and never had any issues. Never been overclocked, as I prefer a quiet system, so it’s only ever been run at stock clocks, at 1.2v, with a 240mm AIO on it.

Never gone above 60 degrees in it’s life.

Looking for £180 delivered, payment by Bank Transfer preferred but will consider PPG from established iTraders.

Price and currency: £180
Delivery: Delivery cost is included within my country
Payment method: Bank Transfer (will consider PPG from established iTraders)
Location: Chorley, Lancashire (PR7)
Advertised elsewhere?: Not advertised elsewhere
Prefer goods collected?: I have no preference

______________________________________________________
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  • Landline telephone number. Make a call to check out the area code and number are correct, too
  • Name and address including postcode
  • Valid e-mail address

DO NOT proceed with a deal until you are completely satisfied with all details being correct. It’s in your best interest to check out these details yourself.

New Sierra-Cedar HR Systems Survey uncovers lack of tech adoption data

LAS VEGAS — A new report emphasized that data-driven HR is a difficult goal to achieve. And it’s even more challenging because few companies track how much employees use — or don’t use — HR applications.

The numbers from the 21st annual Sierra-Cedar HR Systems Survey illustrated the gap: Fifty-two percent of respondents indicated that HR tech influences their business decisions, but less than a quarter of those people possess data on employee buy-in, as illustrated by HR tech adoption in their organization.

“You have to know how people use your tech,” said Stacey Harris, vice president of research and analytics at Sierra-Cedar, a tech consulting and managed services firm based in Alpharetta, Ga. “[Only] 10% of organizations are measuring HR technology adoption — how their technology is being used. That’s an issue.”

She presented the findings at the HR Technology Conference here this week. TechTarget, the publisher of SearchHRSoftware, is a media partner for the event.

Michael Krupa, senior director of digitization and business intelligence at networking giant Cisco, told Harris he is not surprised by the statistics. To measure adoption, a series of detailed steps is necessary, including documenting HR users, creating metrics based on those personas and then presenting the data in dashboards. Along the way, companies must also determine who monitors adoption data.

“You have to do all that,” Krupa said. “It’s hard.”

However, there is a statistical correlation between those who successfully track HR tech adoption and a 10% increase in favorable business outcomes, Harris said.

Methods to track employee buy-in and HR tech adoption

Sierra-Cedar HR Systems Survey respondents indicated lots of ways to ascertain adoption and use, including the following:

  • measuring mobile and desktop logins;
  • determining average transactions completed during a period of time;
  • running Google Analytics reports;
  • tracking employee self-service volume;
  • talking to employees; and
  • receiving vendor reports on activity.

[Only] 10% of organizations are measuring HR technology adoption — how their technology is being used.
Stacey Harrisvice president of research and analytics, Sierra-Cedar

Chatham Financial, a financial advisory and technology company based in Kennett Square, Pa., tracks logins and sends out satisfaction surveys to users, said Lindsay Evans, director of talent. Chatham’s approach is to think of employees as customers.

However, Evans — who appeared with Harris and Krupa — said it is not always a bad thing to find out employees don’t use an application.

“At my company, we use a time tracker, and people hate it,” she said. “I wish we hadn’t rolled it out. It’s not really saving us a lot of time.”

Data-driven HR raises data privacy concerns

The big picture of human capital management has changed within the last 15 years. Software from back then focused on processes, whereas HR professionals now use a company’s strategy, culture and data governance to evaluate technology, Harris said.

Stacey Harris, Michael Krupa and Lindsay Evans discuss data-driven HR needs.
Stacey Harris, Michael Krupa and Lindsay Evans speak at the HR Technology Conference.

“Data is at the center of your HR technology conversation,” she added.

Broadly, data governance describes steps to ensure the availability, integrity and security of digital information. “Data governance is important, because we need to know where data is stored, how people are using it and where it’s moving,” Krupa said.

With the emphasis on data-driven HR comes the need for cybersecurity and data privacy, and the Sierra-Cedar HR Systems Survey uncovered an interesting twist to those duties as it concerns HRIT professionals. HRIT and HRIS roles are the top choices to handle data privacy and content security, with 48% of organizations with all-cloud HR systems using HRIT in this way.

However, for 47% of companies with on-premises HR systems, IT departments deal with data privacy and content security, while only 18% use HRIT.

“In the cloud environment, [HRIT workers] are the people standing between you and data privacy,” Harris said, adding that this rise in prominence for cloud-based HR indicates HRIT professionals are becoming more strategic in their duties.

Closing thoughts on HR cloud, mobile and spending

Beyond results on HR technology adoption, the Sierra-Cedar HR Systems Survey looked at a wide swath of HR tech issues, including these tidbits:

  • Cloud adoption of HR management systems continues to rise, with 68% of companies heading in that direction, compared with on-premises installations — an increase of 14% from last year’s Sierra-Cedar report.
  • Mobile HR has been adopted by 51% of organizations. So, if your company doesn’t use this tech, it lags behind, Harris said. However, this statistic came with a warning, too, as only 25% of companies have a BYOD policy, which hints at data privacy risks, she said.
  • For 2018, 42% of organizations reported plans to increase HR system spending, which is a 10% increase over 2017. “There is no return on investment with HR technology … but there is a return on value,” Harris said. “But you only get more [value] if people are using it.”

Federal privacy regulations usher in the age of tech lawmakers

Tech companies that have successfully lobbied against stricter privacy regulations are facing pushback from consumers on their latest campaign to curtail data privacy rights.

Big tech’s call for federal regulation comes amid a reactionary call for privacy rights, as data breach media coverage has exposed companies’ poor management of personal information and piqued consumers’ data protection concerns.  

“Consumers are seeing data breaches and privacy mistakes in the news every single day, and the breaches are getting larger in scope. And the number of individuals impacted seems to be larger for every single one,” said Nicholas Merker, partner and co-chair of the data security and privacy practice at Ice Miller, based in Indianapolis. “People understand that some companies are misusing their data or not protecting their data appropriately, and it’s creating a risk for these individuals.”

Shortly after GDPR — the European law that unified data privacy protection and specified consumer rights to their personal data — went into effect last spring, California passed the California Consumer Privacy Act (CCPA) of 2018. The new state law gives users the right to request details about individual data collected by the companies they do business with and to delete personal data without penalty to service.

Now, tech giants like Facebook, IBM and Microsoft are playing offense and proposing federal privacy regulations that override the California rules.

As the fight between state and federal laws plays out, CIOs and their data privacy experts may well find themselves advising their companies on where to come down on data privacy rights.

A company‘s best course will likely depend, in large part, on where it does business, how it makes money and how much its customers value data privacy.

Why the push for federal law?

Tech companies with multistate operations are gunning for the federal law in order to avoid having to comply with up to 50 competing jurisdictions. Experts expect other states to begin following in California’s footsteps by amending or creating state privacy laws.

The CCPA has certainly set the bar for other like-minded states, said Erin Illman, co-chair of Bradley’s cybersecurity and privacy practice group and member of the North Carolina Bar Association’s Privacy and Data Security Committee.

“You’re going to see the states that have taken a forward stance in privacy start to really look at California and say, ‘Maybe we need to amend our laws that are already on the books, but maybe we also need to put forward a similar law or something that even goes farther than California,'” Illman said.

But big tech’s effort to get a federal law passed is not just to save themselves the headache of state-specific compliance, experts said, but also to preserve profits amid growing concern over business preservation.

And if we look to the GDPR as a model for U.S. legislation, we must also examine the immediate aftermath, Merker said.

“The GDPR is a great example of what [strict federal privacy legislation] would do to the behavioral advertising firm, targeted advertising firm, company index firm industry — it would destroy it,”  Merker said.

“When GDPR was implemented for publicly traded companies, you saw massive drops in stock prices; you saw some companies that just no longer existed, because their practices are no longer legitimate under the GDPR.”

Data: The new dollar

Data privacy experts advise CIOs keep a close eye on the proposed legislation and its framework, including exactly whom it seeks to regulate.

For example, one of the proposals for the federal privacy regulations defines consumers as users who have purchased something from the company. Under this definition, social media businesses like Facebook and email businesses like Gmail that do not charge for their services or sell products would have far fewer reportable consumers than sites that sell a product or charge a nominal fee for service. Even a $1 yearly fee makes each individual a consumer whose privacy is protected instead of a user who remains exempt from privacy regulations.

Experts noted that this distinction shows the defining characteristic of online business: Data is money.

Personal information is the currency of the internet — more so than bitcoin, more so than the dollar. [Data] is what is being bartered for services and then sold for revenue,” said Nader Henein, research director of data protection and privacy at Gartner.

“Like any other currency, it needs to be regulated. Otherwise, it loses its value, and it’s inconsistent.”

Love affair gone sour

In the face of big tech’s all-out lobbying effort for the federal law, data privacy interest groups have not hung back. Instead, they are taking advantage of growing consumer sentiment that the titans of Silicon Valley can delight customers and still not have their best interest at heart.

The inability of business to prevent massive data breaches that expose sensitive information has also fueled consumer interest in wanting more control over personal data. 

Internationally, America seems like we are now behind the times when it comes to privacy law.
Nicholas Merkerpartner and co-chair of Ice Miller’s data security and privacy practice

A major point on the tech companies’ list of wishes is self-regulation and the creation of industry guidelines with no legal or financial penalty for noncompliance. Trade groups such as the U.S. Chamber of Commerce, the Internet Association and the Information Technology Industry Council are all pushing for voluntary standards.

Tech companies’ C-suites claim they know exactly what data is being collected, how it’s used and, ultimately, how to protect it. They argue self-regulation allows for flexible compliance that protects privacy and the ability to remain profitable.

Privacy advocates, on the other hand, cite years of improper data management, privacy violations and data breaches as examples of the whittling of trust that’s occurred between the general public and tech businesses.

“There’s a lot of trust that’s been lost between the general public and between privacy advocates and business,” Illman said. “Because of that loss of trust, the concept of self-regulation is something that privacy advocates are pushing back against and saying, ‘You know, we don’t really trust you to regulate yourselves.'”

So, what’s the next battle move? The proposal and establishment of federal privacy regulations could be a positive change if companies develop strategies that are fair, transparent and create a more equal benefit for company and user.

“Internationally, America seems like we are now behind the times when it comes to privacy law,” Merker said. “All privacy advocates want America to catch up and be standing with the rest of the world.”

Microsoft patches Windows ALPC flaw exploited in the wild

A Windows ALPC vulnerability that has been exploited in the wild for two weeks was finally patched by Microsoft as part of the September 2018 Patch Tuesday release.

The Windows Advanced Local Procedure Call (ALPC) flaw was disclosed with proof-of-concept exploit code on Aug. 27, 2018, by Twitter user SandboxEscaper. The vulnerability affects the Windows Task Scheduler and can allow an attacker to obtain elevated system privileges.

Microsoft noted the issue would require an attacker to log on to the target system. The vendor labeled the Windows ALPC flaw (CVE-2018-8440) as “important,” but not “critical,” in its Patch Tuesday advisory, despite the vulnerability being actively exploited in the wild.

On Sept. 5, Matthieu Faou, malware researcher for ESET, based in Bratislava, Slovakia, first reported seeing a group called PowerPool exploiting the Windows ALPC vulnerability in the wild over the previous week. Faou noted the group did not reuse the proof of concept released by SandboxEscaper and instead modified it slightly.

Allan Liska, threat intelligence analyst at Recorded Future in Somerville, Mass., said this meant PowerPool added the exploit to their arsenal of tools within 48 hours of the exploit being published on Twitter. But it is still unclear how widespread the attacks have been.

“The challenge is that PowerPool is a relatively new group, and they don’t have a large footprint in terms of exploitation — at least as far as we can tell. So, there isn’t a good way to gauge the extent of the damage,” Liska said via email. “As far as Microsoft’s decision, even though the vulnerability was being exploited in the wild, because it is not a remote access vulnerability, nor a critical one, Microsoft probably made the correct decision not releasing an out-of-band patch.”

Although Microsoft chose not to release an out-of-band patch for the Windows ALPC flaw, a third-party patch from micropatching vendor 0patch was released on Aug. 30. Mitja Kolsek, co-founder of 0patch, noted in a blog post that the patch they released was “functionally identical” to the patch released by Microsoft.

Chris Goettl, director of security product management at Ivanti, based in South Jordan, Utah, said consistency is key with update cycles to help plan maintenance. But “on the flip side, security researchers and threat actors do not have set schedules.”

“An exploit can be developed and be released at any time and cannot be planned for. If a researcher finds a threat and the threat is considerable, there should be some urgency put around getting a resolution in place,” Goettl said via email. “In this case, it seems it should have been reasonable to keep this update in the normal update cycle. If it would have been remotely exploitable without authentication and in a protocol like SMB — think Eternal family of exploits — or something of a similar more dire nature, it would have warranted an out-of-band release.”

New tech trends in HR: Josh Bersin predicts employee experience ‘war’

LAS VEGAS — Among fresh tech trends in HR, one that may garner the most interest is a new layer of software — which superstar analyst Josh Bersin called an employee experience platform — that will fit between core HR and talent management tools.

Bersin said he expects employee experience to become the next-generation employee portal — in other words, the go-to application for modern workers who need HR-based information. Vendors are lining up to address the need, he added.

“There is going to be a holy war for [what] system your employees use first,” said Bersin, an independent analyst who founded Bersin by Deloitte. Although his quote served as hyperbole, it nonetheless stuck with attendees here at the 2018 HR Technology Conference & Exposition.

“He hit home,” said Rita Reslow, senior director of global benefits at HR software vendor Kronos, based in Lowell, Mass. “We have all these systems, and we keep buying more.” But she wondered aloud when one product would tie her systems together for employees.

No vendor has achieved a true employee experience platform, Bersin told a room packed with 900 or so attendees at the conference on Tuesday. However, ServiceNow, PeopleDoc — which Ultimate Software acquired in July — and possibly IBM appear to have a head start, he added.

Tech trends in HR point to team successes

There is going to be a holy war for [what] system your employees use first.
Josh Bersinindependent analyst

Bersin, who plans to release an extensive report about 2019 tech trends in HR, said software development within the industry reflects a shift in management that steers away from employee engagement and company culture in favor of increased team performance.

Unless a recession hits, “I think the focus of the tech market for the next couple of years … is on performance, productivity and agility,” he said.

The shift to productivity will require future technology to simplify work life, said Cliff Howe, manager of enterprise applications at Cox Enterprises, a communications and media company in Atlanta. “Our employees are being inundated,” Howe said. “We don’t want to hit our employees with too much [technology].”

Bersin suggested that HR software buyers consider the following tips when evaluating new human capital management products:

  • Shop around for vendors that focus on your company’s particular market. For example, if your organization exhibits a compliance-based culture, find a vendor that mirrors that approach.
  • Evaluate the “personality of the vendor,” he said. As an example, determine if the vendor’s reps listen to your decision-makers and help them. If the answer is no, it may be time to drop that vendor from consideration.

AI auditing, real-time payrolls needed in future

In other upcoming tech trends in HR, Bersin pegged AI as a quickly growing field that smart HR departments will learn how to monitor and audit in the future. That notion was on the minds of many at the HR Technology Conference, for which TechTarget — the publisher of SearchHRSoftware — is a media partner.

AI innovation has increased rapidly in the last two years. Today, even small HR software vendors with three to five engineers can use technology from Google or IBM, combine it with open source options and scale a new product on the cloud quickly, Bersin said. HR professionals will need to adjust their skills in order to better understand why AI software makes its decisions, which is an area not fully grasped yet, he added.

Howe agreed AI has grown beyond wish-list status. “AI will be a requirement, rather than a shiny object,” he said.

Bersin also noted that software will need to reflect a possible switch to a continuous payroll model — perhaps as often as daily. Younger workers, some of whom might not have bank accounts, have increased their demands to be compensated in real time, and this request is not just for the gig economy, he said.

For Sale – Gigabyte gtx 1070 ti

Up for sale is a gigabyte gtx 1070 ti , that i bought from here only 5 months ago
For Sale – Z270 Mobo, PCI-E powered risers x 8
the card it’s self is just over six months old ,

Has been use a little in my HTPC with a little bit a gaming too .
the card works perfectly and is very good condition

come with the antistatic bag and box , along with the receipt from scan which is where is was bought from ( just to note !! i am not the original buyer of the GPU i bought it 2nd hand here on AVF )

Delivery cost is not included , so that will be roughly £15 on top !!

Price and currency: £400 £350
Delivery: Delivery cost is not included
Payment method: PPG or BT
Location: Durham
Advertised elsewhere?: Not advertised elsewhere
Prefer goods collected?: I have no preference

______________________________________________________
This message is automatically inserted in all classifieds forum threads.
By replying to this thread you agree to abide by the trading rules detailed here.
Please be advised, all buyers and sellers should satisfy themselves that the other party is genuine by providing the following via private conversation to each other after negotiations are complete and prior to dispatching goods and making payment:

  • Landline telephone number. Make a call to check out the area code and number are correct, too
  • Name and address including postcode
  • Valid e-mail address

DO NOT proceed with a deal until you are completely satisfied with all details being correct. It’s in your best interest to check out these details yourself.