HR Digest

JANUARY 9, 2023

One of the biggest global HR trends for 2023 is the increasing importance of diversity, equity, and inclusion. This means not only hiring a diverse workforce, but also implementing policies and training programs to ensure that all employees feel valued and supported. DEI in 2023.

Trends 144

Trends Diversity Globalization Training 144

HR Digest

NOVEMBER 21, 2023

To start with, companies need to develop a clear sense of purpose in all that they do. Image Credit – Pexels What Is a Strong Company Culture? How Do We Create It? A strong company culture cannot be built in a day—it’s established and pursued over time.

Company 98

Company Environment Policies Metrics 98

HR Digest

JANUARY 15, 2022

It also reduces absenteeism and increases employee engagement. Additionally, embracing new work models requires training and skills development. Collaboration among diverse teams is key. Of course, this also means paying attention to cultural differences. It sounds pretty good, right? The workforce is mobile .

Absenteeism 130

Absenteeism Video Transportation Tools 130

The Horizons Tracker

NOVEMBER 13, 2021

Access to a broader talent pool also fosters increased diversity and inclusion in companies. Of course, you could enforce certain stipulations on how often employees should come into the office. Hybrid work is a relatively new concept, so some developments are not yet fully crystallized.

Company 77

Company Long-term Absenteeism Short-term 77

Harvard Business Review

MAY 28, 2013

The global women''s movement in the developing world doesn''t yet reach these women, focusing instead on helping the poorest of the poor, cultivating female political leaders, and building the business acumen of female entrepreneurs. Access to professional development and advancement opportunities.

Development 9

Development Supply Chain Health Care Compliance 9

Harvard Business Review

MAY 30, 2014

While it might seem obvious that companies would select and develop employees based on their having the natural talents to succeed in particular roles, the reality is that candidates are more often chosen based on generic achievements such as education level, technical skills, and past work experience. Push revenue further: engage employees.

Human Capital 8

Human Capital Talent Management Human Resources Absenteeism 8

Harvard Business Review

MAY 30, 2014

While it might seem obvious that companies would select and develop employees based on their having the natural talents to succeed in particular roles, the reality is that candidates are more often chosen based on generic achievements such as education level, technical skills, and past work experience. Push revenue further: engage employees.

Human Capital 8

Human Capital Talent Management Human Resources Absenteeism 8