HRCI Work | Life Podcast

Automation is set to affect countless organizations over numerous industries in the next decade. In fact, a report by McKinsey predicts that up to 375 million workers worldwide will have to learn new skills by 2030.

With that much at stake, it’s important to get a head start.

To capture peak performance, it’s up to you to reskill your workforce. Here are three items to consider when developing reskilling programs to help your organization and employees prepare for the future.

Today, we are exploring the topic of fulfillment both at work and at home and its implications for HR leaders. 

Bill Schiemann, CEO of Metrus Institute, is the author of Fulfilled! Critical Choices:  Work, Home, Life that has sparked a revolution of new thinking about the role of fulfillment in organizations, and Marisa Harris, former VP of HR for CIT Corporation has led corporation transformations, and blended the worlds of work, medicine, and personal fulfillment into a new way of thinking about life

Workplace conflict comes with a high price tag —- and not just financially. While American companies pay millions in wages for time lost to conflict, other effects are equally as bad — and continue to raise costs. Employee retention and engagement suffer when conflict occurs at work.

So how can you prevent conflict before it starts?

Here’s a hint: We learned it in kindergarten. The most direct way to prevent debilitating conflict at work is to apologize.

In this video, we share some ways you can facilitate effective apologies at your organization!

#hr #hrtech #hrci #management #employeeengagement #culture #leadership #companyculture

For the first time in American history, it’s not unusual to see employees from five different generations working together.

Each generation brings its own set of expectations and habits to work, so it’s not surprising that managers are facing more challenges than ever. 

Successfully managing such a diverse team requires an extraordinary effort. Here are some tips to help your team make the most of intergenerational differences.

There’s a reason why some of the world’s biggest companies are going agile — agile is flexible and puts the consumer first. But being agile is a far cry from more traditional management strategies. It requires broader thinking. You’ll be forming interdepartmental teams, and completely restructuring your time management.

Many companies want to go agile, but may not have the groundwork in place to be successful. So how do you know if going agile is right for your team?

This is your HR News Flash for the week of July 15, 2019, from HRCI. Thanks for listening, and check back next week for the workplace news you need. HRCI prepares HR leaders for the digital age. Learn more at HRCI.org.

 

Changes at work can be daunting. It’s not unusual for employees to be resistant to organizational modifications. 

To better implement changes in the workplace, organizations should reframe them as opportunities for professional development. Here are three ways you can leverage organizational change for professional opportunities.

That’s your HR News Flash for the week of July 8, 2019, from HRCI. Thanks for listening, and check back next week for the workplace news you need. HRCI prepares HR leaders for the digital age. Learn more at HRCI.org.

Undertaking any significant changes in human resources can be exciting — and unsettling. In fact, a study conducted by the Project Management Institute shows that only 69% of businesses achieved their project’s original goals, while 15% of the projects were classified as failures.

In order to help ensure that your HR team is ready to successfully launch a major transformation, here are three essential questions to consider before engaging in large-scale change.

To receive updated briefings like this one on your Amazon Alexa, enable the HR News Flash skill at https://www.amazon.com/Amplified-Growth-HR-News-Flash/dp/B07GMNQN41

 

The accessibility of online job postings has led to an increase in the volume of applicants for any job, and many recruiters have responded to this influx by turning to automated interview software.

However, many recruiters are also concerned that an automated process can seem cold and off-putting to candidates.

Here are some ways that artificial intelligence can increase human effectiveness during the interview process while still maintaining the human element.

 

 

Many companies have diversity and inclusion efforts that seek to reduce bias in the workplace. But those efforts often neglect one of the biggest forms of workplace bias: weight bias.

Here’s how employers can create a culture of inclusion for all employees, regardless of size.

First, start a conversation about weight bias.

Many organizations prioritize diversity and inclusion, but these conversations rarely include discussion of weight.

Start the conversation by including weight bias in your diversity and inclusion efforts, and show that your organization won’t tolerate bias of any type.

Also, review your company’s marketing materials as part of this discussion. Make sure you are including a diversity of sizes to show a truly diverse and inclusive image.

Second, create a culture of inclusion and respect.

Train senior leadership so that they are aware of the issues surrounding weight bias and understand the importance of modeling appropriate behavior.

Also, look at your hiring practices, and examine how you can eliminate weight bias when considering candidates for open positions.

Another important part of creating an inclusive culture is to conduct a physical audit of your environment.

Make sure you provide any necessary accommodations to provide equal access for those struggling with obesity. This will also help ensure your workplaces meets ADA standards.

Finally, provide anti-bias training.

Organizations need to provide training and resources to identify and reduce unconscious and conscious bias based on weight. But to truly be effective,  this effort must be ongoing, not just a two-hour training session. After all, bias does not disappear overnight. It will take patience, determination, and purpose to create a more inclusive culture.

 

Compensation is a tricky topic. PayScale joined HRCI for a wonderful webinar breaking down some of the struggles employers and employees have with compensation and today we are back together again to dive into more tricky topics surrounding compensation and dig into some of the questions you submitted after the last discussion!

So, get a cup of coffee and settle in as we welcome Camie Bailey back from PayScale to talk with us once again about “tough COMPversations.”