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How long should you keep employee records?
19th July 2018
CascadeGo to debut at The Business Show, London
11th September 2017
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David Richter
Job Title:
Marketing Manager
Company Name:
Octopus HR
Email address:
Favourite thing about working in HR:
I LOVE getting knee deep in people data.
Something I've done at work that is awesome:
Launched HRmoz - I'm pretty chuffed about that.
DavidRichter's Comments (6)
Actions Speak Louder Than HR Magazines
8th November 2013 - Posted By DavidRichter To News & Events
5 years ago
Hi HRPerson, thanks for your comment. I’m guessing that if one person is concerned about these things then there’s likely to be others in the same boat so I’ll try to address each of your points in turn…

1. If it’s truly independent…
I don’t think I’ve ever stated that HRmoz is independent from Octopus. It’s hosted on the commercial website as I do hope that it leads to building awareness and some affinity towards the Octopus brand but that’s not the sole or even primary reason for doing this. I could build the Octopus brand in other, more traditional ways e.g. advertising in HR magazines/websites, spending a fortune on exhibiting at trade shows etc. It would certainly involve less effort from me to build the Octopus brand using these traditional methods so why am I doing it as a blog?
• It feels right.
• I’m enjoying doing it.
• We want to give something back to the HR profession that has supported Octopus as a supplier.
• We’d like to be part of the conversation that’s shaping the future of the HR profession.
• It’s been a great way to meet some awesome people in HR.

2. …then it should be separated from our commercial website.
I suppose this comes down to what your concern is about independence.

If you’re concerned that I’ll only publish articles or comments that paint Octopus in a flattering light then you have nothing to fear. The proof so far is that your comment remains on the site. Equally if someone wants to post an article or comment that features one of our competitors then that’s fine too, the proof here is that in a few weeks I’ll be publishing an article from Simon Walker at My360plus (a competitor to our Performance Management module) that references Work.com (another competitor) and doesn’t mention Octopus in the slightest.

3. How do we know this isn’t just a lead generation exercise for you?
First point to make is that we’re not going to spam/cold call people who comment or submit articles through HRmoz. To do so would be hugely damaging to our brand. As this is a very new blog you’re mostly going to have to trust me on this but the proof so far is that…
• The content published in HRmoz is not about HR systems so any website traffic it generates isn’t targeted for a lead generation exercise.
• When we get people to sign up we don’t ask them if they’re currently looking for an HR system.
Obviously we love it when Octopus wins a client but we’re doing well enough that we don’t have to rely on spamming people who haven’t identified themselves as having a pressing need for an HR system to boost our sales figs. Chris, my Sales Director would kill me if I kept sending him on wild goose chases with leads that amount to no more than someone who just happened to comment on HRmoz.

4. The information you ask for before you register is quite substantial.
We ask for 4 pieces of information when you sign up so I disagree that it’s a substantial amount of information. The reasons for each piece of info are:
• Name and Username – So people can reference each other in their comments.
• Email – It’s used for logging in, sending password reminders etc. Eventually we’ll be building a feature that enables a commenter to be emailed if someone posts a reply to their comment so they can answer back. When this is built it will be possible to turn it on/off or toggle it to email every time someone posts a reply or as a once a day summary (much in the way Linkedin does)
• Password – Again, used to login to make a comment. Without this people could post comments on your behalf.

Apologies for the lengthy response, I hope it’s allayed any fears you have about commenting on HRmoz in the future and hope to see you commenting in the future.


Expanding The Potential Of Coaching And Mentoring
11th November 2013 - Posted By AnneMarie To News & Events
5 years ago
Thanks for your comment Jonathan, nice to see word has got out about HRmoz already. Hope all is well over at Breathe
Expanding The Potential Of Coaching And Mentoring
11th November 2013 - Posted By AnneMarie To News & Events
5 years ago
Great article Anne-Marie. I particularly like the focus you've given to the development benefits for the coach/mentor not just the recipient.

Even if companies don't do this from a CSR point of view and keep coaching programmes internal I think this is still hugely relevant. By bringing the coaching/mentorship of employees in-house I imagine many organisations could help build important skills in their own workforce, develop a bank of future leaders in their employees and cut costs in outsourced training.

Best of luck with Development Squared's trip to Swaziland, let us know how it goes, it would be great if we could do a case study in the future.
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