About Us

Improve HR policies and make smart decisions for every business with today's most customizable comprehensive, HR software and solution. We take care of the company policies, vision and goals.

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What are offering?

The right people make all the difference. It’s true in small companies, large companies, and everywhere else. We make sure that you recruit best and effective people for your firm or organization. The trust is important factor and we completely fulfills it. Hiring the most skilled people decreases attrition, builds a healthy atmosphere in the workforce, and increases productivity. Our versatile, tailored approach means that you can hire us to manage every aspect of the hiring process, or work with us to handle all the phases from job posting to hiring–and only pay for the services you use. Our team of skilled, seasoned recruiters will make it an effective, friendly and productive process for you and your pool of applicants to select your next employee.

Respond to the HR challenges you face every day

Deal with everyday HR activities more effectively and reliably, establish and accomplish long-term strategic goals, or improve employee performance, motivation and retention as HR innovations leads and helps every step of the way.

Our blog

Business Continuity refers to ISO 22301 which establishes the requirements for an efficient Business Continuity Management System

The Business Continuity is a discipline that involves you, is based on common sense and is defined as the company’s ability to continue to provide an acceptable level of products and services, in the face of adverse events that may occur: it refers to ISO 22301 standard which establishes the requirements for an efficient Business Continuity Management System (BCMS) .

Hence the Business Continuity concerns the construction and continuous improvement of the level of business resilience.

At the beginning of November this year the new ISO 22301: 2019 was published, which has been updated and improved, making it more fluid, more practical and less “heavy” to read compared to the 2012 version.

The guidelines of the new ISO 22301: 2019 do not differ much from those of the previous version: some definitions have been improved and others removed – which are in fact found in the other ISO of the 22300 family – and some requirements have been made clearer.

Natural catastrophic events, acts of sabotage, terrorist acts, market turbulence, economic and geopolitical crises, blocking of IT systems due to technical malfunctions or cyber attacks, interruption of the power supply, fires, wars of duties, interruption of the supply chain for suppliers critics, etc., can interrupt the normal supply of products and services leading to an operational shutdown, if not even a definitive closure.

Organizations, today more than ever, find themselves operating in a highly articulated, globalized and digitized context and need to protect themselves from the various types of events that could cause an interruption of activities for a certain period of time, even short, with significant direct and indirect costs (ie significant losses in turnover, market shares, payment of administrative penalties – local or national – or contractual penalties, reputational damages etc.).

Human resource management in SOCs: here’s how to ensure the success of cyber security programs

In the company organization, the CISO (Chief Info security Officer) is responsible for this aspect on whose correct management the success or otherwise of a Security Operations program (SecOps) can depend.

During a recent meeting with a CISO Group of the Fortune segment in London and organized by two important Venture Capital specializing in cyber security, I happened to acquire some of the wishes of these professionals, as well as some ideas on what the areas of greater focus in the departmental organization of Security Operations (SecOps). Here are some points of possible interest.

The processes can be designed and documented, the technologies purchased and implemented, but people are very often the X factor in the equation.

Anyone who has worked in SecOps knows that people can make a team extremely successful or break it up quickly . The problem is most felt in Italy, where a security analyst of a moderately advanced profile is paid for by weight of gold and, more and more often, accepts offers abroad. These market offers increase proportionally to the skills and experience of the candidate himself.

It is automatic to consider the factor of the so-called employee retention as crucial , ie the ability of a company to retain talents with above average skills within them. The ability of a CISO to perform retention is increasingly included in its KPIs, as the loss of an analyst usually has an impact both in direct economic terms and in operational risk .

It is therefore a question of managing the so-called ” skill shortage ” which, in the case of SecOps, relates not only to the lack of neutral figures to fill a chair, but to a potential vulnerability in the organization. Let’s see how to get around this.

Compensation Policies

Creating a pay plan and strategy that aligns with your principles increases recruiting, commitment and retention of staff.

To attract and retain the best talent, HR Solutions will lead you through competitive market analyzes, compensation structure plans, job description creation and annual performance assessment processes.

HR Helpers Our HR Assessments review the current practices for consistency with the best practices and systems regarding legal compliance and HR. They recognize major risk areas that require immediate action, find opportunities for improvement, and even help you execute progress action plans. It provides sample HR forms and documents.
Paul Dean

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The team includes qualified accounting consultants, accredited insurance brokers, and trained HR professionals. And by text, web, and talk, we’re ready to help you.