When it comes to compliance, it can be beneficial to take a proactive approach. Not only understanding what legislation could be on the horizon but having some sense of how employees might react to it. Societal issues are becoming regular workplace conversation. This is where compliance puts the human back in human resources.

The key to effective organizational change is giving managers the support and tools they need. Change is hard. Even good changes that we’re looking forward to. And it’s something we will continue to deal with. If organizations want managers to be successful, they need to help everyone learn how to manage change effectively.

Learning is not a “one and done” activity – especially when it comes to technology. Organizations will continue to rely on technology for business success, which means employees need regular learning opportunities. In this episode, we discuss three strategies for staying tech relevant

Workforce management is about making sure that organizations have the right talent at the right time. It’s a discipline that belongs to everyone on the senior leadership team not just the HR department. Because it’s not about simply hiring as many people as possible. HR pros have an opportunity to become embedded in the business by aligning talent strategy with business strategy.

In today’s business world, there’s so much information available online that people sometimes don’t know what to trust or how to use it. Organizations and individuals need to figure out how to effectively have a relationship with technology. That doesn’t always mean disconnecting from it.

If organizations want to hire the best talent, they need good information. The way to get it is via feedback and technology can help. Chas Fields and Julie Develin from UKG’s human capital management group talk about how companies can use candidate and employee feedback to improve the recruitment process and achieve better retention.

Organizations are often focused on the here and now. Taking time to plan the future is very necessary. Not just planning future sales and marketing campaigns. But planning what the future workplace looks like.

Many organizations have made the commitment to creating workplaces that are more diverse and inclusive. Now it’s time to turn those words into action. The first action that organizations need to take is listening to employees and find ways to make them feel they truly belong.

Career success involves taking a proactive approach. We cannot simply step back and wait to see what the business world is going to look like after any challenging time. The good news is there’s a lot of information available to help us. We just have to be willing to go looking for it.

Whether you’re an employee or employer, the answer to our never-ending business challenges is learning. Not necessarily big, fancy, formal learning programs. But instead, thinking about career durability allows individuals and organizations to meet their goals.