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CAHRS Top 10 April 2024

  1. The CHRO Principles
    Responsible Use of AI in Organizations
    CAHRS
    CAHRS members and other top HR leaders propose core principles to help guide the immense potential Artificial Intelligence holds to transform how work is conducted across enterprises. To help CHROs to assume a leadership role in its integration, this guide addresses ethical AI use, human oversight, risk management, and the mitigation of unintended consequences, alongside suggested practices such as cross-functional governance and change management strategies.

    Exclusive Opportunity for CAHRS members: Sign up for the talent CAHRScast series – with the first on April 24th focusing on AI.
     
  2. The Extra Shift’
    The Unpaid Emotional Labour Expected of Women at Work
    BBC Worklife
    Women in the workplace frequently undertake the responsibility of managing others' emotions, termed 'emotional labor.' Despite its importance, this work often goes unrecognized and unrewarded. Ironically, although women may risk being left behind if they do not perform this additional work, it does not significantly contribute to their advancement to top positions.
     
  3. Gender Disparities
    New Data Show Massive, Wider-than-Expected Global Gender Gap
    World Bank
    The latest World Bank Group report reveals that, when considering factors like safety from violence and access to childcare, women globally only enjoy 64% of the legal protections that men do, significantly lower than previous estimates. Furthermore, the implementation of equal-opportunity laws lags behind, with most countries establishing less than 40% of the necessary systems. Weaknesses persist in areas such as women's safety and access to childcare, hindering women's economic participation and contributing to gender disparities in pay, entrepreneurship, and retirement benefits.

  4. Employee Experience and Data
    How to Personalise Employee Experiences with HR Analytics
    myHRfuture
    Bridging the gap in optimizing employee experience management and data quality involves moving beyond standardized surveys, embracing advanced analytics techniques like sentiment analysis, and creating employee personas akin to marketing buyer personas for tailored engagement strategies that resonate on an individual level.

    5. Aligning with Company Virtues
    How to Assess Candidate Integrity in Interviews
    HR Daily Advisor
    In the hiring process, assessing candidate integrity is crucial for ensuring alignment with company values. Thoughtful interview questions delve into ethical decision-making and behavior, probing for sincerity and alignment with organizational virtues. Beyond traditional behavioral interviewing, incorporating advanced techniques like Situational Judgment Tests (SJTs) and psychometric exams provides a multidimensional view. Continuous training enhances interviewer skills in detecting authentic integrity in any setting, including virtual environments, leveraging AI for sharper insights.

    For the latest ILR School research on hiring, take a look at “Matched Data from Hires and Managers Examined” featuring the results of a survey from HR Studies Associate Professors JR Keller and Rebecca Kehoe.

    6. Standardizing Benefits
    Global Minimum Benefits Standards Are on The Rise. Here’s What That Looks Like
    HR Brew
    Employers are moving towards standardizing global benefits to address disparities and meet evolving employee expectations. This process involves assessing employee preferences, prioritizing key areas like parental leave, and gradually implementing changes. Despite the investment required, standardization offers benefits such as improved retention, productivity, and alignment with organizational values.

    7. Benefits of Job Crafting
    Tailoring Job Crafting Approaches for Employee Needs in SMEs, From Early Career to Legacy
    Inc.
    Job crafting, a strategy for tailoring jobs to individual skills and interests, has gained traction for its potential to boost job satisfaction and productivity. It's particularly relevant for small and medium enterprises and entrepreneurs due to their dynamic environments, where roles are fluid and individual impact is significant. Adapting job crafting strategies across career stages can notably benefit these entities by enhancing employee motivation, retention, and overall business performance.

    8. Upskilling for Success
    More Than Half of Employees Don’t Get a Chance to Upskill at Work. Here’s How to Help
    Fast Company
    In today's business landscape, innovative solutions that optimize resources while addressing challenges are essential. Upskilling initiatives, often perceived as costly, offer budget-friendly strategies, as highlighted by industry leaders. From fostering internal knowledge sharing to facilitating peer learning sessions and promoting personalized coaching, these initiatives empower employees, enhance skills, and cultivate a culture of continuous learning, ultimately driving organizational success and resilience.

    9. Warm Hearts, Cold Reality
    How to Build Team Empathy
    MIT Sloan Management Review
    The prevalent belief in today's competitive business landscape is that it's a cutthroat environment where only the ruthless thrive. However, research suggests that humans are inherently empathetic. Delving into the disconnect between employees' yearning for care at work and the lack thereof, the author proposes actionable strategies for organizations to cultivate empathy within their culture. Such strategies include testing decisions against employee personas, assigning leaders to manage key aspects of the employee experience, fixing outdated processes, and resetting norms to encourage empathetic behavior. This approach is particularly crucial in an era where automation is reshaping job dynamics, making empathy a vital asset for successful businesses.

    CAHRS members: For more content on connecting with employees, consider signing up for the “HR Challenges in a Polarized World” virtual CAHRS Working Group on April 23rd.

    10. HR’s ‘Big Stay’
    Why Fewer HR Pros Plan to Look For a New Job This Year
    HR Executive
    CAHRS Academic Director and William J. Conaty Professor of Strategic Human Resources Brad Bell emphasizes HR's significant decline in intentions to seek new job opportunities. Factors such as improved compensation and post-COVID work arrangements contribute to the positive outlook for HR professionals in terms of job retention and market demand. According to recent surveys, this “Big Stay” trend is attributed to economic concerns and heightened job satisfaction among HR practitioners.