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A new ISACA resource helps organizations to utilize policy templates for more efficient and responsible operations. The ISACA resource, Getting Started With the Policy Template Library, provides enterprises with a starting point to build and customize the principles necessary to meet the needs of their specific operational environments and compliance requirements. The policy templates included in this library meet the following objectives: The resource also highlights several key information and technology policy objectives, such as acceptable use, change management, data backup, and others.

Managing different phases of the user’s lifecycle can be daunting for IT teams. As they have to ensure they provide employees with the right access at the time and revoke access upon offboarding to prevent security breaches. However, manually managing these processes can be more time-consuming and prone to errors. Fortunately, the solution to this challenge is readily available in the form of a user lifecycle management (ULM) platform. Do you, as a CIO, feel that your IT team is struggling to manage the user lifecycle phases efficiently? If yes, would you want to give your team a platform to…

Exploring user lifecycle management software is a great way to streamline processes within an organization. These tools are pivotal in ensuring that the entire lifecycle of users—from their onboarding to offboarding—is managed efficiently and accurately. Let’s dive into some of the top user lifecycle management software that helps organizations automate and optimize these crucial processes. User lifecycle management (ULM) is the comprehensive oversight and administration of an individual user’s journey within an organization. It encompasses the complete span of a user’s association with the company, starting from their onboarding through their active tenure and finally concluding with their offboarding or…

Organisations around the European Union are increasingly aware of the need to strengthen their internal policies to ensure compliance with a range of new and updated directives and pieces of legislation, including the Market Abuse Regulation (MAR). One way you can reduce your compliance risk is to develop a specific market abuse policy. When you publish your compliance efforts in an official company document, you ensure that everyone understands what is expected of them. Your market abuse policy can prevent the organisation from facing sanctions or criminal proceedings. Here are some examples of recent market abuse fines handed out around Europe: This…

Companies are facing increasing regulatory pressure to tighten up their compliance procedures. Even just within the EU, in recent years they have had to implement internal reporting channels to comply with the EU Whistleblowing Directive. Many organisations across the bloc have had to strengthen pre-clearance procedures for employee personal trades as mandated by the Markets in Financial Instruments Directive (MiFID II). There have also been a host of anti-money laundering initiatives to comply with as the European Union continues to escalate its approach to fighting wrongdoing in financial services and beyond.  Thankfully, regulatory compliance management tools are available to help. Compliance automation helps…

There is a hidden anxiety that many CEOs, CFOs, HR Managers and Payroll Compliance personnel share, and that’s the dreaded fear of an underpayment of wages. Payroll Managers have the critical responsibility to ensure they are compliant with Australia’s legislative requirements and Modern Award, which is known for being complex and ever-changing. The exercise of analysing data for non-compliances or underpayments is something that may be delayed or avoided by some businesses as they are not prepared if an issue is uncovered. However, with increasing pressure from the Fair Work Ombudsman and workers unions, companies can no longer plead ignorance. …

When we talk about performance, businesses often go straight to the numbers – revenue, profit and hitting KPIs. And let’s be honest, those things do matter. A thriving organisation needs to achieve its goals, stay competitive, and keep that bottom line healthy. But if performance is only seen through the lens of financial success, we risk missing the bigger picture. From Numbers to Nuance: A Fresh Take on Performance True performance isn’t just about smashing targets; it’s about how those results are achieved. Are people motivated? Do they feel empowered to innovate? Are teams collaborating effectively? A company that only…

We completely understand the challenges that HR and People Ops teams face when overseeing international employment. Not only do you have to navigate ever-evolving foreign laws and intricate local customs across borders, but the administrative burden can be overwhelming too.Building benefits packages, drafting compliant contracts, and ensuring smooth onboarding are just a few of the tasks that can sap your bandwidth. And with businesses now looking to rapidly tap into global talent pools, HR is under more pressure than ever to facilitate rapid and frictionless cross-border hiring. But there is help at hand. By leveraging an Employer of Record, you…

Imparta is proud to announce that Michelle Vazzana, Chief Innovation Officer, has been selected to present an exclusive workshop at the 2025 LTEN Annual Conference, taking place July 28–31 at the Gaylord Rockies in Aurora, Colorado. Her workshop was chosen from among hundreds of applications, reflecting the critical relevance of her session to today’s rapidly evolving Life Sciences and MedTech sales environments. The LTEN Annual Conference is a cornerstone event for life sciences learning and development professionals. With over 70 interactive workshops, 1,000+ attendees, and cutting-edge discussions across biotech, pharmaceutical, medical device, and diagnostics sectors, LTEN 2025 promises to be a…

The Open University’s 2025 Business Barometer paints a picture of an ongoing skills crisis, with over half of UK employers reporting current shortages and nearly a third expecting the situation to worsen over five years. Despite urgency, less than half have a written plan to address skills needs. The report, based on surveys of 2,000 senior decision-makers and 1,000 Gen Z respondents, reveals a widening disconnect between what employers expect and how younger workers approach their careers. While 71% of Gen Z say they consider wider skills shortages when planning their own future, 35% of employers blame younger generations for…