With events canceled worldwide, companies are celebrating Pride Month a little differently during COVID-19. Here’s the new normal for pride celebrations.
Work in the future could well be without jobs as we know them. AI and automation promise great change, and both employers and workforces must be prepared.
From essential technical skills for job applicants, the spotlight is on transferable skills in the post-coronavirus era. Companies and employees must sit up and take notice.
The pandemic has wreaked havoc, as it were, on the world of business and outside it. Employee psychology in response to COVID-19 is a key determinant of business success.
The pandemic has thrown the world of business into a tizzy, and traditional workforce management will no longer suffice. Here is what CHROs must consider.
In the wake of COVID-19, know how CHROs can come out stronger, work on new strategic hiring plans, improve workforce productivity, lessen mass layoffs, and encourage staff retention.
The pandemic has necessitated remote work and hybrid work models for most companies. This new normal needs a new approach to work culture to continue on the path to success.
The younger generation is making up an increasing share of the modern workforce. From recruitment to recognition, there is a lot that must change to adapt to their needs.
The onset of the COVID-19 pandemic has meant a rapid shift to a new way of living and a new style of working. As offices were closed, thousands of businesses had to quickly move to a remote work model.
The crisis has brought with it a host of uncertainties and new challenges for the workforce at large, affecting four out of five workers in the US.
The pandemic has transformed the world of business. Along with ways of working, hiring too must change, with employers and employees stepping up to the plate.
The future of business requires unlocking employee skills so that they perform to their potential. This is what makes good skill development programs essential
The coronavirus crisis has shaken the world, and US companies are staring at job losses from economic fragilities. Here are some pointers for American corporates to consider
More employee-friendly than retrenchment, furloughing is very useful all for companies to manage lean periods without losing their most valuable resource – their people
Women are making definitive inroads into top leadership roles, encountering a number of speed bumps on the way. Their growth could be a source of strategic advantages for businesses of today
The Advent of Gig Economy Renaissance and its impact on 9-5 work schedule
Protect Who from Who: AI from Humans or Humans from AI?
A bond between innovation and opportunity: artificial intelligence spells change in HR landscape!
19 states in The U.S. increase their minimum wages, by 2024 Federal minimum wage will stand at $15
With the bell-curve ousted, employees wonder how will their performances be gauged.
Segregating IQ and EQ, understanding how leadership can use Emotional Quotient as their personalized magic wand
Waiting for a female carte blanche in a world straight-jacketed by the ‘man’kind
Which is a better safeguard, a plan or a dice throw?
Transitions for CEOs often lead to multifarious complications, often attributed to faulty succession planning. Not Anymore.
Companies spend hundreds of millions of dollars in leadership development every year. But it won't work unless they get the basics right
With evolving times, one’s input needs to be measured on totally different parallels than before.
Succession Planning has always been the mainstay of the strategic CHRO. With sudden leadership exits, it’s the HR leader who’ll avert a crisis
High performing employees are also the most volatile ones, and harnessing their skills while keeping them motivated needs a great strategy.
Employee Turnover is every CHRO's nightmare, and adequate succession planning is their best defence against it. Here's how CHROs worldwide create effective succession strategies.
Business goals would be hollow, if it were not for Performance measuring standards.
Succession Planning for leadership is the result of years of time and resources invested by an organisation into potential candidates. Some important perspectives: