HRCI Work | Life Podcast

As organizations expand across the globe, it's important to ensure assessments represent valid snapshots of individual capabilities, regardless of location or culture. For example, workplace assessments designed to be used in the U.S. may not translate well to Southeast Asia. Results could show bias and lead to poor decision-making when it comes to candidate selection.

Here are three ways to ensure that your selection assessments and procedures are both equitable and viable when used globally.

This is your HR News Flash for the week of November 25, 2019, your weekly briefing on talent management and the world of work from HR Certification Institute.

With the holiday season fast approaching, now is a great time to consider how your organization can have more inclusive holiday practices.

Labor laws vary around the world. Legislation is often changing to keep up with the future of work. How can HR stay up-to-date with these regulations?

Here are some of the global labor regulations your HR team needs to be aware of — and how to navigate them.

Technology connects people across borders. We belong to a global economy, and HR practices have to support employees no matter where - or when - they work.

HRCI helps HR people demonstrate expertise in global HR practice through our Global Professional in Human Resources® (GPHR®) certification. 

As businesses expand globally, HR’s role in engaging human capital for organizational success has become more important than ever. Here are three HR trends your team needs to be aware of to position themselves as HR leaders in the global economy.

As companies expand across the globe, they must also recognize the nuances that different regions, cultures and political climates bring to the work environment. Understanding cultural expectations requires constant learning and effort. HR must lead the way to establish a globally-appropriate organizational culture. Here are a few steps to set the stage for global cultural competence at your organization.

Over the past few years, it has become clear that traditional annual reviews have had little impact on actual performance. In fact, a 2017 McKinsey Global Survey found that 54% of respondents said their performance reviews had no positive impact on performance, and some respondents found their organization's performance management process did more harm than good.

Organizations are now shifting towards new performance management strategies. Here are some changes you can implement at your own company.

While everyone handles the death of a loved one differently, one constant remains: time is a key factor in the healing process.

However, the amount of time an employee needs to grieve can vary widely, depending on both the employee’s relationship with the deceased, as well as their own personal grieving process. It is crucial for HR departments to create equitable bereavement guidelines for their organizations. Here are three tips to help.

Annual performance reviews are becoming less common these days, and many organizations are committing to providing more frequent feedback. While employees welcome more feedback, addressing underperformance can be a thorny, sensitive issue.

Here are three ways HR can support employees and managers in resolving underperformance.