cloud HR software

‘Excited’ about a new job? Not as much as this guy…


23, jobless, answers to the name of ‘Lucky’

Spare a thought for the unfortunate man who mistakenly emailed a picture of his genitals to the HR manager of the company where he had just been offered a job. The 23 year old from St Charles, just outside of Chicago, Illinois, sent the picture thinking she was someone else. Unfortunately when she didn’t reply, he sent her… another one!

Now, stay with us, because this is where it gets totally hapless… After failing to receive a reply to the second image he then went on to call her to make sure the emails were getting through. Apparently this alerted her to his identity and she went straight to the police.

Naked selfies as a ‘communication tool’

The culture of sending naked selfies seems to be widely practised. Aside from the usual teenage sexting of intimate photos and their use on ‘casual dating’ sites, it seems that many people do indeed use naked selfies as a ‘communication tool’.

The clear moral for of this story is if you really are the sort of person that uses naked selfies or similar as part of your digital social lifestyle when interacting with romantic (or indeed platonic) friends and acquaintances, be absolutely certain you verify that the contact details belong to your intended recipient (or victim).

Acceptable use policies for businesses

The lesson for businesses is to ask the question: Do employees use company email accounts to send such images? It is possible to scan image files to identify pictures containing naked people or pornography. But to what extent (and how much expense) is it reasonable to go?

The simplest way to protect the company from any such activity is to write a specific policy into the acceptable use of company communication resources. This should explicitly identify inappropriate behaviour and activity and it is vital to ensure policies are distributed, read and understood by all employees.

Ensure employees read and understand HR policies with SMB

SMB centralises staff information including employee handbooks and acceptable use policies (AUPs). SMB lets HR managers ensure handbooks and policies are read by all new employees during the induction process. SMB requires employees to verify they have read and understood HR documentation and alerts HR if they do not.

Make sure you align your employees with your Acceptable Use policies. Take our free 14 day trial or simply get in touch to see how SMB helps SMEs to do a better job of HR.

Click here to read the story ‘Man sends pictures of his genitals to HR manager before starting a new job’ at

Image thanks to Clare Bloomfield from


In search of cloudier climes: moving to an online HR system


2014 is well and truly underway and as everyone settles back into work many of you will no doubt be dreaming of packing your bags and jetting off to sunnier climes. At, we embrace a cloudy outlook and we’re more concerned with a different kind of journey – one that makes sense at any time of year. Instead of packing your swimming costumes and sun cream, you should be thinking about collecting all your data and migrating your employee management system to the cloud.

There are a number of reasons why businesses of all sizes are making the move to an online HR environment. The benefits of cloud-based software include:

  • Better management of increasing data volumes.
  • Lower costs incurred using OpEx model instead of CapEx.
  • Scalability for fluctuating data needs.
  • Security controls to keep private data private.
  • Anytime access, anywhere, on desktop and mobile devices.

So you’ve made the decision to move your employee management system to the cloud – what now? Before you pack your digital suitcases, here are some things to tick off your list:

Cloud HR migration checklist

  • Compile an inventory of all your employee information and HR documents.
  • Determine your data management needs, and plan ahead for future developments, which a scalable cloud solution will accommodate.
  • Before migrating your system, identify any sensitive or confidential information to ensure that it is transferred and stored in a secure fashion.
  • Have a business continuity plan in place and make sure that the migration to the cloud is swift and smooth, avoiding any downtime.
  • Try before you buy! Moving your employee management system to the cloud is an important step in the development of your business, so it makes sense to test the waters first. That’s why offers a 14-day free trial that lets you experience first-hand the benefits that an online HR management system can offer.

Do you manage staff absence, holidays and sick leave? Download your free absence management eBook today!

Image thanks to Pixabay